Are you micromanaging yourself out of a job?

There is a particular kind of leadership failure that occurs when a leader transitions into a new high stakes role. It’s tricky at first, because it doesn’t look like failure. No one is being fired. The leader feels productive, even indispensable. But below the surface, something has quietly broken. Talented people are no longer making decisions on their own. The team, once confident and self-directed, has learned to wait. An escalation culture is forming, and it is more common, and more costly, than most organizations acknowledge. The damage accumulates in layers. Disengaged employees cost the global economy an estimated $8.8 trillion in lost productivity annually, and voluntary turnover costs U.S. companies as much as $1 trillion per year. Replacing an employee typically costs half to twice their annual salary at the low end. When the root cause is a leader who will not let people lead, this is not a management problem. It is an organizational expense. The stakes are rising. First-ti