Leading to Let Go

I am the only one, said the Leader! This type of leader has the belief that no person could do the job like they can so for that reason they must do everything (Woodell, 2009).  Many times these leaders seem that they are unable to ask for help or delegate. This leadership style is known as compulsive. Leaders who are compulsive tend to become burnt out, filled with resentment, and the harmful belief that those they lead are unable to complete the job (Woodell, 2009). This leader would take on all the job responsibilities and duties within the department. Compulsion style never resulted in the creation of a great leader. The leader will continue not to trust that other people are capable of completing tasks.

 

With the Lord’s mercy and grace, He bestowed Moses with leadership abilities to help the Jewish people leave Egypt and head towards the promise land. There were a lot of struggles that he faced when he became the master of conflict management. Moses’ father-in-law saw that Moses was so overwhelmed with all the people coming to him to solve their problems (Boa, 2007 p.401). His Father-in-Law suggested that there be other people trained to handle the smaller conflicts, and the larger conflicts go before Moses.

 

For this to happen, Moses had to let go and realize that there were other people who could do the job. They would need the proper training and the desire to help others. By learning to delegate and trust those under his leadership, he could continue serving his people as their leader.

 

It can be hard for compulsive leaders to let go and trust that others can handle the tasks just as well or maybe even better.  However, if this pattern of control continues the results can be devastating.

 

Learning to be a great leader takes work, but it can start by being approachable, accepting of constructive criticism, and let go (Boa, 2007 p. 401). There can be amazing outcomes when a leader provides their team with the freedom to accomplish tasks on their own. Leading is not about who does what better it can be about helping people find their passions, strength, abilities, and improve performance.

 

Works Cited

 

Boa, K. Buzzell, S. & Perkins, B. (2007). Handbook to Leadership: Leadership in the Image of God. Atlanta, GA: Trinity House Publishers, Inc.

 

Woodell, Wes. (2009, Oct 31). Five Types of Dysfunctional Leaders.  Retrieved from http://outoftheoverflow.com/tag/codependent-leader/

38 Comments

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  1. Christopher Murray says:

    I completely agree with this post. From personal experience, I have seen the outcome of leaders letting go, and being compulsive. The ones that let go always have more success, and the compulsive leaders are usually miserable, and do not get desired results.
    A good example would be with baseball teams that I have been on. The teams with the most success were the teams that had the greatest coaching which involved letting go, and letting the players play along with discovering each players strengths, weakness, and abilities,

    I believe collaborating with employees, discovering their strengths, and abilities, and giving ear to them, is ultimately the greatest way to lead.

  2. Dave Roseman says:

    Another interesting thing about compulsive leaders is the arrogance that they exhibit. In order to believe that you, as the leader, are the only one who can accomplish the task in the way in which it must be done–and to act out of this belief–you must possess a dangerous level of arrogance. It is one thing to desire to control everything, but it is something else to desire it because you believe you are the only one equipped to do so, correctly.

  3. Sharon says:

    What a beautiful thing it was to learn the concept of delegation and knowledge transfer. Kouzes & Posner (2010) talk about the result of this type of leader as explained by John Hamm, “This puts you into, he says’…a very lonely, isolated position where information becomes unreliable and useful input is stifled.”

    The benefits of letting go are experienced by both the compulsive manager and the delegatee. There is a sense of joy in teaching someone else a new task and demonstrating trust in others. As for the delegatee, they experience a boost in confidence through the trust of their manager. After all, isn’t Jesus delegating to each and every one of us in the Great Commission? MATT 28:19 “Therefore go and make disciples of all nations” (NIV).

  4. Evone BLea says:

    I agree, I’ve been that leader who had a hard time letting to and allowing others to assist. I am very passionate about what I do and didn’t want to anyone stepping in and taking over. God is so awesome. He lovingly convicted me to let go and allow others to help. When I did, it was a blessing to see others blossom. Leadership is delegating and allowing others to help.

    • BUSCWalker says:

      I am the leader that is forced to take on everything because no one else will keep their word and complete their tasks. When a group takes on an idea, how do you convince yourself that is is not a personal reflection of your ability when the rest of the group falls short? I try to always delegate, but it seems that others just assume that I can and will always pick up the slack and I end up working myself to death to accomplish it all alone.

  5. Christine says:

    The idea of leadership and letting go is defintely an area many people struggle with. When you’re passionate about a project and see the vision and direction you want it to go, it’s hard to let others help you along the way, especially if they go about things in a different way than your own. It’s so important to give others under your direction the ability to take control. It’s not only beneficial to the leader, but allows others the satisfaction and confidence in a job well done. A good leader will recognize the strengths of those around them and will encourage and help them fulfill the vision set before them. I personally have learned a lot about letting go, and while in the beginning I was resistant to giving up control, it’s opened so many doors and possibilities, that I’m greatful that God forced me into a situation where I had to give up the control.

  6. Nic says:

    This instance of the person who cannot let go of responsibilities is a serious one in all aspect of leadership ranging from business to parenthood, and many other places in-between. Everyone has examples of these “controlling” leaders who impact negatively much more than they inspire. I think it all comes down to the concept of trust talked about in many of the leadership books that are out there. If a person does not trust their subordinates they will not relinquish these responsibilities. Unfortunately for many of these “leaders” it is a lack of trust and confidence in themselves, and really has nothing to do with the people in their charge. At the bedrock of trust lies a necessary degree of humility the leader must possess. Without this all else is virtually hopeless. Many people struggle with this, but as the New Testament words of James state, “Therefore it says, God opposes the proud, but gives grace to the humble” (Jas 4:6, English Standard Version). As with all things on this earth, the power to be a good leader does not come from within. The sooner a leader realizes this, the better he or she will be in the long run.

  7. Josh Smith says:

    I feel the key word, to truly letting go, is trust. A leader that can let go has trust, confidence and respect in his/her employees. Every true leader begins as someone who cannot let go, but the better and more experienced the leader, the easier it is for them to embrace the trust they have in their employees. Trust is usually a learned trait and if that trust is not there then it is harder to let go. This is not to say that it is always the case of lack of trust in the employees, as some people in management positions simply are not made to be leaders. This may also be an issue with positional placement. Either the employee(s) do not instill confidence leading to trust, or the person in the management position is not a true leader.

  8. Adam matteson says:

    I believe this is a perfect example of why companies like Semco thrive. The boss of the company has let go of the desire to be in complete control. He relies on innovation and freedom of the employees and he trusts them. This type of open mindedness about his employees has resulted in a 1% turnover rate compared to most vompanies that are in double digits.

  9. Laura Stephens says:

    I agree that leaders must learn to pass on the torch to future leaders. It is far easier to take on all the responsibility rather than learn to trust. I see this tendency in myself when I think it is easier to do things myself than it is to teach someone else how to do something important. I try to justify it by thinking that it will take less time than it would to explain everything. However, I need to realize that refusing to teach is robbing my employees of the ability to grow and taking away my own ability to focus on the big picture.

  10. Ang says:

    I do agree that a leader who cannot delegate can become a detriment to the team. This kind of problem happens too often because some leaders are pushed into positions they may not be ready for or haven’t been properly trained. I have been in this situation starting out as a leader for a department. It can be overwhelming to think that anything that goes wrong will fall on your shoulders. Trying to build trust with your employees so that you can delegate takes time. I felt as though I didn’t get enough mentorship from above when I needed it. If it wasn’t for me wanting so badly to succeed and took classes to help me, I would be one of these “terrible” leaders. My take away from my experience is that as I train managers to manage, I also mentor them to lead. I’ve tried very hard to pass on what I have learned in hopes that when they are at a level of leadership, they don’t feel so lost and alone. It is my responsibility to continue to groom them for success for the sake of the team. Be part of the solution not the problem. Great posts!!

  11. Marla says:

    Leaders who do not delegate are usually the leaders that have to have thing their way and no deviation is allowed. I have had leaders that feel if it is not done the way they would do it, others have done it wrong. An important aspect of delegating is making sure that the people involved have the same goals and are looking for the same outcome. If that is not clearly defined and agreed upon, it shouldn’t matter how the work was completed as long as it was completed within the designated time and with the goal in mind. Keeping in regular contact, but not taking the job would be a way to make sure everyone is on the right track and moving forward.

  12. Ruth says:

    I also agree with this post. When it comes to letting go, it is like having a ministry started by an experienced pastor and then the pastor is called to minister somewhere else. I like the illustration of Moses. I think this man is the only living example in the world in this high-tech age where his services and leadership can be taken as an a example and illustration of good leadership. We also see that when Jethro the father-in -law of Moses saw that Moses was overwhelmed. This is a a wonderful example for the modern day business which can help us in the business world with a Christian perspective and successful results.

  13. Elaine says:

    I agree with the post when it comes to letting go and letting other help. I see this with my boss. He is so burnt out and overwhelmed. He feel we can not make our own decisions and that he has to hold our hands for every little detail of every project. He is also burnt out because he refuses to turn anything over to his boss above him or even ask for help. He tells us he is afraid things will not be done right. so he continues to do it all. I find it amazing that the bible gives us so much insight, even how to run a large company

  14. Megan says:

    I think that it is especially important for people in leadership to recognize the leadership quality in letting go. It may be true that with a smaller load you could accomplish all the tasks but as your company grows, so do the tasks. It is the process of letting go, not of taking on more that makes one a good leader.

    This model reminds me of what Whole Foods has done. They have given all the power to the individual stores and even departments within those stores. After uniting behind the common goal of providing healthy, sustainable foods, they discovered that the best way to do this was by allowing local stores to make decisions based on what was available and in season in their areas.

  15. Aclark says:

    This leading to let go reminds me of what Paul taught Timothy. “You therefore, my son, be strong in the grace that is in Christ Jesus. And the things that you have heard from me among many witnesses, commit these to faithful men who will be able to teach others also” (2 Timothy 2:1-2, NKJV). Paul did not teach Timothy to lead as a dictator or one who was in complete control. Instead he taught Timothy to turn around and teach others to do as he did, and to teach them to do the same. This is true leadership training and it allows for the law of multiplication to take flight. If everyone is taught to be a leader and teach all those around them to be leaders, then we are all called to lead and to be servant leaders as Jesus was. “And whoever of you desires to be first shall be slave of all. For even the Son of Man did not come to be served, but to serve, and to give His life a ransom for many” (Mark 10:44,45, NKJV). This truly is leading to let go.

  16. Allie says:

    I really enjoyed this blog, it is a great reminder of how a compulsive leader can not effectivly lead. But yet, struggles are a normal part of leading a group. At the same time it reminds the reader that lettting go some of the tight grip a compulsive leader might have can only strengthn the group together. I especially, liked the example of Moses.

    The conclusion of the blog had some good insight on how one might be a better leader, “Learning to be a great leader takes work, but it can start by being approachable, accepting of constructive criticism, and let go (Boa, 2007 p. 401). “

  17. W says:

    This is a great reminder on how we must learn to trust other people to get things accomplished. If we try to do everything ourselves we can risk the chance of getting burnt out or falling short of what we wanted to accomplish. When there’s many working on a common goal it allows you to get more accomplished.

  18. L says:

    I enjoyed reading this blog. I have seen this type of leadership so many times in my life. Watching the person in charge that never trust anyone is not a pretty sight. These leaders are always stressed and overworked. They have no trust and feel that the only way to get something done right is if they do it themselves. I have learned at a young age not to be like this. Even Moses had to be reminded that he could not do everything himself. We all need help no matter what position we are in at work. Together as a team the work will get accomplished faster and have more eyes on the project so it will probably come out better than if just one person did it themselves.

  19. LeaderFour says:

    Leaders learning to let go is a great principle in leadership. I don’t think it is right for a leader to believe that he is the only one who knows how to do it. In fact, at times the subordinates know how to do it better. As a leader, you may never know how much your followers can do until you delegate to them. Actually, be delegating, the leader is in a better position to supervise and think fleshly otherwise, one risks breaking oneself with too much work; the compulsive leader. Delegating means you are allowing more input. When you do things yourself, you will most likely do them the same way. And, when you do things the same way, you expect the same results.
    Allowing others to get involved makes them feel part of the organization and this allows them to grow since they feel trusted. My first job was to work as a junior teacher at school. When the senior teacher left, I was entrusted with the class. This trust encouraged me to work harder to produce better results since I felt that my presence mattered. People always perform better when they are entrusted with responsibilities. They become more creative and take ownership of the organization’s vision.

  20. Michael says:

    Thank you for your insight. I think you are right on that leaders must learn to let go and trust others. Otherwise you aren’t really a leader you are doing all the work and believe that no one can do it better than you or add anything to your weaknesses. A true test of a leader is by seeing their followers and what they are able to do. It is like having children you want to lead them in such a way that they can surpass what you have done. Leaders also must teach others to do what they are doing so that they are free to teach more and more and build up the entire organization, business or team.

  21. Jeremy Field says:

    Well said. The “compulsive” leadership style addressed in this post is exactly what I struggle with letting go. As an Air Force electrical supervisor who is responsible for electrical safe work practices, I find myself always following up on the work of my crew leaders to ensure that the assigned task was completed in an electrically safe manner. Even though I have been placed in a position to ensure that my shop is “safe,” it is also my responsibility to trust my crew leads. Due to my constant state of worry, I am finding it difficult to let this behavior go.

    Like Moses’ father-in-law’s recommendation, I need to take the time to teach my crew leaders the level of workplace safety that is of my own. This way I can let this “compulsive” behavior go so that I can focus on the issues that most require my attention.

    As stated in Matthew 6:34 (NIV) Therefore do not worry about tomorrow, for tomorrow will worry about itself. Each day has enough trouble of its own.

    Matthew 6 (New International Version). Retrieved from http://www.blueletterbible.org/Bible.cfm?b=Mat&c=6&p=0&rl=0&t=NIV

  22. MOL510MT says:

    I agree with this post, leaders must learn to let go—for the sake of the team. A team cannot grow and learn to trust and work together if the leader is micro-managing every aspect of every project. A good leader will allow subordinates to grow and learn; a good leader will encourage and desire this. I have one manager that delegates but never lets go of the project and does not communicate with the team what the expected outcome is; often to the detriment of the goal. This leader assumes duties of other departments and when failure occurs accepts no responsibility for the outcome; there is never an encouraging word only negativity about what when wrong and why. The other manager encourages and appreciates self-starters and trust the team to do what is necessary without asking or checking on the progress constantly. There is a verbal recognition and appreciation expressed for work well done. Naturally members of the team work diligently for the second manager without being asked.
    To be a successful leader one must not only lead and teach but be willing to let go and observe what people are capable of. No one will grow if everyone is being held back by poor management; resentment and apathy will set in. The bible teaches us, a good leader is one that is servant first then leader. By investing in those working for you a strong team will emerge.

  23. Joseph Jones says:

    This post is very true in that a compulsive and controlling leader can be in a dangerous position. They will become micro-managers untrusting of their team members and more over living with health risks from stress. This type of manger is dangerous to not only themselves but the people they manage and the organization they lead.
    A leader should be one that encourages their team to succeed. A great leader will delegate themself out of a job. This type of leader will build a team that is diverse and purpose driven. “Strong teams functioning at their best reflect similarities to the relationship that exists within the divine trinity.” (Boa, Buzzle, and Perkins, 2007). These types of team will work together in perfect harmony for a common goal. In the same way the Father, Son, and Holy Spirit work perfectly for our salvation.
    Learning to delegate means you should always be looking for others who can perform tasks better than you. Some would say to always be looking for your replacement. Quite often leaders get stuck in a role because there is no one else who can perform the task. In effect being irreplaceable makes it very difficult to move on or move up for that matter.
    Build a team that can function like a well-oiled machine and always be on the hunt for the next leader to groom and promote. This will make you a great leader.

    Boa, K., Buzzell, S., & Perkins, B. (2007). Handbook to leadership: Leadership in the image of God (p. 422). Atlanta: Trinity House

  24. LeaderSix says:

    This has been a long standing thread with a lot of interesting points. The original post set forth the belief that compulsive leaders find it hard to let go and trust. When a leader is able to let go and provide their team with the freedom to accomplish tasks on their own, the entire organization benefits. As skichick29 said in her original post in August of 2013, leadership is about helping people find their passions, strength, abilities, and improve performance. I agree with MOL510MT in that ‘to be a successful leader one must not only lead and teach but be willing to let go and observe what people are capable of’. Historically, leadership has been from the top down and unfortunately, this leadership still exists. It is difficult for upcoming leaders to learn from existing leaders who refuse to give up their power and authority. Younger employees who have grown up with the Internet understand knowledge sharing and will not stand by for long without challenging the top-down leadership, either by trying new things on their own, leaving to be part of the ‘newer generation’ of companies, or by starting their own businesses. In this age of Internet resources, learning, etc., the companies that remain operating under top-down will more than likely not survive. The new socio-technical system (STS) of individual employees interacting with all the tools and techniques now available will take companies beyond where they have been able to go in the past. Socio-technical systems create the organizational context for knowledge sharing, learning and innovation, enabling work groups to think and learn collaboratively” (John W. Aldridge, 2004). These collaborative work environments are stimulating for everyone involved and encourage employees to become part of the vision of the organization itself. They allow top management to be more effective and productive as they trust groups to take on projects that were historically delegated and defined. Web 2.0 allows users to learn at a much faster pace than in the past, dialogue in a virtual community and collaborate toward a common goal. Social networking sites are designed to help companies initiate and strengthen relationships with colleagues, clients, supplies and partners, whether in the same building or across the globe. Unlike historical top-down leadership, this age of knowledge sharing enables everyone to reach new potentials and to participate in the success of an organization. This was not possible with compulsive, controlling leadership or the top-down leadership styles of the past.

    John W. Aldridge, P. (2004). aboutChange Solutions. New Dehli: Sage Publications.

  25. Godfrey Lugoloobi says:

    I see a lot of truth in the article. The ‘I know it all’ kind of leader soon discovers that she/he actually doesn’t. The discipline of delegating is a very good one since it benefits the two parties involved. To the leader, as stated above, it helps him not get overloaded as he assigns some of his duties to his subordinates. To those delegated too, it is a sign of trust from their bosses and thus an encouragement to see themselves as part and partial of the organization. It can also act as means of mentoring those we delegate too. It is good practice to get someone to learn what we do and how we do it. Just in case of emergence, one can always try to step in to cover up. It is a bad habit for the leader to think that he is the only one who can best do what he does. At times, there is someone in the back ground who can do it better but just hasn’t gotten the opportunity or training to show his talent. Leaders need to create a chance for people to find their strength and thus grow. This is one of the characteristics of servant leaders.

    When delegating however, we need to ensure that we give clear instructions and or directions to those we are delegating to. In the example of Moses, some able men were to be trained. The leader should use his intellect to identify those to delegate to and give clear instructions to them.

  26. Wendy says:

    Moses had become a workaholic, working from dawn to dusk and probably beyond. Leaders that don’t allow others to use their own talents actually diminish the efficiencies of the company. They also don’t have the time to see the big picture to make needed changes. As you stated, they become overwhelmed with everything that they think they need to do, that they burnout. The employees that are not allowed to perform their job feel stifled and unchallenged.
    I find this is true with my children. I need to allow them to do tasks their own way even if it is not the way that I would do it. They will never learn if I don’t give them the freedom to try to do things on their own.

  27. jessicasdcali says:

    I feel that this is exactly the type of leader I can be. For some reason I have (for the most part), felt that I am more competent or at least try harder than most people when it comes to getting things done and have always thought along the lines “If you want something done right, do it yourself”. I am the type of person who would take on doing everything myself and then leave myself feeling resentful. If I were too give the reins over to someone else to accomplish something, I also am not the type of person who would “trust” them to do it the way I would expect, I am definitely someone would follow-up and even if they told me something was done, I would probably go look myself to make sure. I don’t want to be this way or this type of person, I think it is just my default. I think I am just someone who has to actively try not to be this way.

  28. Amanda Carter says:

    When I supervised a staff of 8 in my previous job, I had trust issues. I had been burnt many times by other providing me less than 100% effort. I felt I had to check everyone’s work before I submitted it, whether it be a report or a presentation, so I thought why bother delegating when I could just do it myself and I would know it was correct. I quickly learned I could not keep that up. I was exhausted and my staff was bored as I was doing the majority of their work. Also, no one on my team was developing any skills. I finally went to my boss for help and he explained that diversity is what makes the world go round. Not everyone will do the work the same way I do it or come up with the same solution or output and that is ok. If everything was perfect all the time, no one would learn anything.
    Fast forward one year and I am now managing projects in our department. I don’t want to be the one doing the work. I love hovering over top of the project and looking down to ensure all the moving parts are in order. Of course there are times when I want to just jump in and help out but I have to stop myself so that the person who is responsible has the opportunity to complete the task themselves.

  29. Stephanie says:

    I agree with this post 100%. True leadership is that of someone who can enable other to operate without their involvement. In my current position I have a leader who started out as compulsive and then developed into a functional leader that knows how to delegate and manage when needed. In my opinion, leaders often let the title get in the way of their ability to influence behaviors and invoke knowledge transfer. This creates a false sense of protection for the leader and a scapegoat attitude for the employees. In my experience as a leader, the key is to be accessible and open minded. It is possible to have a leader who has less knowledge than the employees working for him. Why not use this as an opportunity instead of looking at it as a threat? That is why I think its better to try to empower others because that is the purpose of a leader and a true leader will not be self serving. A leader will want to serve others.

  30. Larry Drish says:

    Moses was an amazing man and leader for his people. He struggled mightily with many tasks that God gave him because he was human. I would take this aspect when leading people in tasks that I might provide for them. We are only human, so we will make mistakes and move on. If lessons are learned from the mistakes, then the task might be complete with just that one simple ending to the task, the task of learning a lesson. I believe God provides learning lessons in many stories of the bible and we can read and learn from them to become much more knowledgeable about things. Good leaders provide lessons, but better yet, provide the knowledge to learn from them. Moses was one of these leaders. He showed his people how to persevere in times of hard lessons taught, and hard knowledge gained.

  31. Joshua Reyes says:

    I believe that to become a great leader you must learn to follow first. The way to be a good follower is by trusting your leader because you believe he is guiding you in the right direction. To be a great leader you must understand your people. Listening and being an approachable leader makes it easier for your followers to trust in you and once you create that bond people will follow. This post and story of mosses is a great example of how leading doesn’t have to be about controlling and being hated because you have to make the decision others cant. It shows more of the bond that you can build with people by putting trust in one another and that is rewarding to all.

  32. Joshua Reyes says:

    I believe that to become a great leader you must learn to follow first. The way to be a good follower is by trusting your leader because you believe he is guiding you in the right direction. To be a great leader you must understand your people. Listening and being an approachable leader makes it easier for your followers to trust in you and once you create that bond people will follow. This post and story of mosses is a great example of how leading doesn’t have to be about controlling and being hated because you have to make the decision others cant. It shows more of the bond that you can build with people by putting trust in one another and that is rewarding to all.

  33. Melissa King says:

    Thank you for this teaching. This was a great reminder for all of us to realize that our reluctance in delegating responsibility to other individuals creates a great disservice to everyone. The leader who is buried in issues cannot lead, and the individuals seeking assistance or advice are not helped in an effective manner, because they have to wait for answers that they would benefit from at that moment, resulting in everyone being frustrated and resentful. Eventually, looking for a way around the “road block” could result in losing great employees or encouraging assumptions which can be costly and embarrassing for all parties involved, as well as, being detrimental to the company’s reputation or image. The “unassisted” leave for something more fulfilling and I agree with you, that the leader is courting “burn-out”. This compulsion to handle everything alone is selfish, creating frustration to the employees or stalled production, and financial losses as a result.
    The example of Moses was perfect. People roaming in a desert are going to have problems coping, and Moses’ attitude suffered with their complaining. However, God always came through for their good, so when he struck the rock for water, instead of doing what he knew to be correct, he was not allowed into the land promised by God (Numbers 20:1-13, New International Version). He and other leaders have to take a step back in negative situations. They have to make decisions that are correct, sound, and for the benefit for the company and employees and swallow their own desires, pride, anger, and frustration. The “big picture” has to be ever present in the minds eye of the leader, and he should never become distracted, because he is the center of the team and his strength means success.

  34. Kelly Crow says:

    I fully agree with leading to let go. I have worked with supervisors that have to have control of everything and they justify this by thinking that no one will do it right. It is not a matter of doing it right or wrong, it is accepting that the person who accomplishing what you are asking them to do is doing it their way and not the way you would.

    When you learn to let go of what you have trained someone to take over, it is a very rewarding experience. An example would be that I finished training nine new case managers, to hear how they are doing and what they have accomplished, through their managers is rewarding to me. I do not have to continually check on them, I give them the tools and they come up with what works best for them. It no longer, at least to me, a training, but a collabration between peers. In this experience I also learn, from the people I train to other trainers.

    My favorite saying from one supervisor is “I am not a micromanger” but I can be. This manager has control and is into everything and if you make one move without telling her, boy you will pay a price. But she does not micromanager, she controls and consumes.

    I also believe that it is hard to let go because we feel that we will be replaced or that they will do it better or we will no longer be needed. For some this is what makes them tick, they have to have the control because no one can get the upper hand, no one can do it better than them and if some reason someone does it breaks their heart and lowers their self-esteem.

    I use to be controllng and had to do everything, I had to be out their to get promoted to be seen as the best. I was tired, angry, irratated, and not a very nice person. When I decided to go back to school I started letting go, I have found that I can still work on projects with peers and be responsible for my part that I will do and let others be responsible for theirs, but to be there if the help arises. I have found me again and I am very happy with the future that is coming my way.

  35. Kaycie Hanlin says:

    I agree with your post and I think you bring up some very good points about Moses being a great leader. Moses was able to help lead the Jewish people out of Egypt because he humbled himself and allowed God to work through him. Moses did not want to go and do what God had called him to do, but he went any way. As followers of Christ, we are called to deny ourselves daily and make selfless decisions. As leaders, we need to sacrifice ourselves and act on what may be in our best interest for the success of others. If we lead by example and abide by the law sacrifice, other people will follow. We are the “middle management” in the kingdom of heaven and will hopefully lead others to Christ through our sacrifice. Moses was a great leader and an example because he was selfless and followed the Lord. Through this, God blessed him and helped him every step of the way. Leadership should be found in following Christ, for He was the ultimate example and leader to us.

  36. Stephanie Stewart says:

    The inability to adequately delegate is a common hurdle for leaders today. Because leaders feel that they are ultimately responsible for both the positive and negative outcomes of an organization, the fear of failure becomes paramount. In the mentorship and training of others, an element of risk is involved. The gamble of trusting another person to run with a task, can be overwhelming if the training process is inadequate.

    Ultimately, the key to freedom in leadership is the mastery of fear by providing room to fail. When an individual is not obligated to perfection, they can embrace failures and mistakes as opportunities to learn. Leadership today is not all bad, but it does leave something to be desired. To affect change in the workplace, the best place to start is by caring about those who are working with you and for you. By encouraging, strengthening, and training them the company will grow a strong foundation.

  37. Christopher Murray says:

    I like what you said in the final paragraph: “Leading is not about who does what better it can be about helping people find their passions, strength, abilities, and improve performance”. I found what you stated there is true as I have had do deal with that at my current job in the past. When the person I was assisting gave me assignments, he was constantly looking over my shoulder be sure that I was doing the assignments correctly. Even when I would be very productive, he would want to observe, and change the way I did my work. This highly influenced my ability to concentrate, relax, and potentially enjoy my work. When I would leave, I would feel overwhelmed, and even stressed. A simple job would become difficult. I believe that as an employee (and as an adult), it is very important to discover the way in which you work best. I believe employees should be able to work in freedom, and have confidence in their work. Compulsive leaders drain employees, and restrict freedom. If they can, “let go”, in my opinion, the leaders would have harder working, and more passionate employees if they, “let go” as was mentioned.

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