Is your management truly effective or just control? Here’s how to let go and unlock real growth | Businessman

The leaders tend to have the illusion that their value and value are defined only by their success, by checking over to others and the titles they receive. However, they do not consider that these attachments can prevent their success as leaders. In this constantly changing world, rigid control does not define real leadership; Rather, the courage to let go, improvise and accept that reality can create real leadership. Find out how these illusions can not only get the leadership style, but also the development and well -being of your team.

Illusion

The leaders often adhere to the illusion of control, they think they can control the results, guarantee success and prevent failure only with their own determination. This kind of thinking results in exaggerated micromanation and narrowing of the creativity of team members. Real freedom and in fact the great leadership come from the recognition that life is more dynamic and constantly changes than trying to control every part of the organization. The leader who understands that control is temporary will be less likely to have anxiety and more receptive to change, innovation and creativity.

For example, take the CEO who considers it difficult to assign work because they are afraid of losing control of the standard product. The atmosphere where workers feel underestimated or limited can result from this attachment to the appearance of control. However, when the CEO recognizes that it cannot manage every detail, it can change their focus from attempting to check each outcome to allow their employees to take responsibility, which not only relieves the stress of the leader, but also supports the environment and trust.

Related: I let my ego transform me into a control leader. Here’s how I reconditioned we Ályself and learned to let go.

Personal relationships with success

Identification with external success is another pollution that causes bread. Many leaders gain a sense of value of their achievements, titles or admiration of other people. On the other hand, success is temporary. When the leaders combine their identity with it, they expose themselves to disappointment when it goes wrong or when there are inevitable failures.

Consider a project manager who is popular with their organization and has led several successful projects. Any subsequent failure could lead to a crisis of trust if the feeling of the person’s own value is based only on these executed. On the other hand, people can remain concentrated and strong when they face difficulties if they accept independent thinking and realize that success and failure are temporary statistics. This department is not a sign of apathy, but rather liberation from continuous press to justify ours.

Let go of growth and develop

It is also possible to grow when the leaders are ready to give up the positions and titles they hold. The leader can grow so in love with his name – for example, “founder” or director ” – that they will lose a larger picture of consideration. They could change that this could be an advantage for society, to perceive criticism as a challenge for their authority, or feel intimidated by the subordinate ideas.

Thus, efficient guidance is not about a solid adherence to the role or image, but about adaptation and open processing. For example, when a manager takes the rear seat and allows junior leaders to take over specific projects, they can see fresh aspects and methods they might have. Finally, the need to release the need to release the influence of the leader in the forefront and expand their view of the organization’s possibilities.

Acceptance of reality

The constant structure with the truth is the inevitable result of holding deceptions. This bread is often manifested as burnout, stress or disillusionment in connection with management. The leaders who understand this may begin to associate with reality by admitting that it has not always shown according to the plan that people sometimes fail and that not every goal will be realized. Acceptance, on the other hand, does not mean inactivity; Rather, it means living in the present and dealing with reality rather than pious thinking.

For example, a team leader, who has a strong commitment to a specific approach, could persist in his promotion of his hint that he was not effective. They cannot perceive the necessary change in race because they are thus invested in the success of the plan. On the other hand, a leader who accepts reality would recognize circumstances, modify and seek fresh approaches without personally felt a shift in the direction.

EnduBle Actions for Leaders

1. Self -service: It is a habit of objectively watching your feelings, thoughts and behavior. This helps to recognize any illusion or attachment you keep.
2. To accept flexibility: Keep in mind that names and responsibility are the service tools, not identity. Let yourself be more flexible and adaptive to change.
3. Transition from control to influence: Create more effort to influence the results than when they are controlled. Let your employees decide and take responsibility.
4. Re -evaluation of success: Consider success as a process of development and learning rather than a definitive success. This way of thinking allows you to stay open to new opportunities and distance yourself from strict goals.

Related: The real different between leadership and leadership and why most people try to create a mark

Conclusion

The leaders can overcome the restrictions and concerns imposed on their attachment by putting these principles into practice. When the leaders fully adopt reality and release illusions, they can have a real effect.