If you’re the owner, founder, or a C-level exec and you feel the urge to micromanage—constantly diving into the details, double-checking everyone’s work, “fixing” problems that your team should handle—something is off. You know it. I know it. But here’s the catch: the problem isn’t just that you’re micromanaging. It’s why you’re doing it in the first place.
And no, it’s not because you’re a perfectionist or that you just “care too much.” It’s deeper than that. You’ve heard me say before that you need to stop “thinking” and start dreaming. But let’s be real for a second—most leaders love to dream. If your team could actually handle the “thinking” part for you, you’d happily stay in that visionary mode, right?
Maybe.
Or maybe the harsh truth is something else entirely. Maybe your team isn’t equipped to do the thinking. Maybe you’ve hired people who are great at doing, but not great at thinking. And that’s a structural problem. You’re micromanaging because you feel like if you don’t, the whole ship will sink. And if you’ve ever had that nagging feeling, spoiler alert: that means the ship probably is sinking.
Here’s the brutal reality:
You either have the wrong people on your team, or you’re doing the wrong things as a leader.
Now, I don’t mean to be the bearer of bad news. But if you’re stuck in the weeds, constantly watching over your team’s shoulder, reworking their ideas, or (worse) taking over their tasks, then you’re not just wasting time—you’re setting the stage for a crash. Micromanagement isn’t scalable. Period.
The Real Danger: It’s Not a Strategy Problem
Here’s where things usually go sideways for leaders. Most organizations don’t suffer from a lack of strategy. Your strategy is probably fine. It’s not systems that break things either—systems can always be improved. The real breakdown is structure.
When you find yourself having to oversee every tiny detail, your structure is failing. Your people either aren’t empowered to run in their lanes, or they don’t know what their lanes are. Maybe they don’t even have the skills to run in the first place. And that, my friend, is the biggest red flag there is.
Micromanaging can give you the illusion of control, but it’s also the quickest path to burnout. You can’t scale a business by being in the trenches all day, every day. And worse, all your hard work isn’t actually fixing anything. It’s only putting a Band-Aid on a structural wound that requires surgery.
So, What’s the Solution?
There are two clear paths forward:
1. Find Out What Your Team is Great At—Then Let Them Run
Look at your team. Are they operating in their zones of genius? You hired them for a reason (I hope), so trust them to handle the tactics. Your job is to provide the vision and let them do what they do best. If your team’s talents align with your overall vision, fantastic—step back and let them do the thinking. The tactics might not always look how you envisioned them, but if they’re headed toward the same destination, that’s a win.
The beauty of this approach? You get to stay in dream mode, focusing on where the business needs to go, while your team handles the nitty-gritty of how to get there. And let me tell you—your team will love you for this. They’ll feel trusted, empowered, and invested in the outcome. You become the leader who trusts, not the one who suffocates creativity.
2. Or…Find the Right People
Here’s the hard truth: sometimes, you’ll realize that your current team just isn’t the right fit for where you want to go. And that’s okay. It’s a tough pill to swallow, but you’re better off knowing now than dragging dead weight for another year.
I’ve been there. In fact, I’m speaking from experience here. There’s nothing worse than having the wrong people on the bus and wondering why you’re not moving forward. It took me years to realize that the problem wasn’t my vision—it was the team I had trying to execute it.
So, what do you do if you find yourself in this situation? You need to figure out who you need and how to attract them. This is where your personal brand comes into play. If you want visionary architects and bold builders on your team, you need to signal to the world that you’re creating something worth building. Trust me, there are people out there who are hungry to be part of something big. And if your vision is clear, they’ll find you.
I’ll give you an example. Right now, I have some openings on my own team—roles for builders and architects who want to help create something that’s going to reshape how businesses operate. My vision is huge, and I need people who are ready to roll up their sleeves and build it with me. Why? Because I know the cost of having the wrong people. I’ve lived it. It slows you down, it burns you out, and it derails your dream.
How to Attract the Right People
Let’s shift gears for a second. If you’ve realized that your team is holding you back, it’s time to adjust your personal brand. How are you showing up as a leader? How are you presenting your business and vision to the world?
The right people—the ones who can do the thinking for you—are out there, but they’re not going to be interested if you’re not showing them that you’re building something worth thinking about. You have to be magnetic. You have to be clear about what you want to create, and you have to show that you’re ready to let them build it.
Your brand should say: Here’s where we’re going. Here’s why it matters. And I need people who are all in.
Remember, the problem isn’t that you don’t dream big enough. The problem is that you’ve been stuck thinking instead of building the structure you need to bring those dreams to life.
So, what’s it going to be?
Stay stuck in the weeds, or hire the people who will help you pull those weeds out for good?
If you’d like a virutal coffee connection with me to talk shop or discuss how to take your organization, vision and team to the next level…I am just a click away. Schedule some time here. PS. Coffee is on me.
About Michael King
I’m Michael King, an executive coach dedicated to helping Fortune 500 leaders like you craft clear, focused strategies that drive results. With years of experience guiding high-level executives through the challenges of leadership, team engagement, and effective communication, I’ve seen firsthand what works—and what doesn’t. My approach is straightforward, no-nonsense, and always aimed at creating systems that lead to sustained success. If you’re ready to take your leadership and your team’s performance to the next level, let’s schedule a time to chat. Together, we can develop a tailored strategy that aligns your team, amplifies your marketing efforts, and propels your business forward. Click below to book a call with me today!
