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It’s a tough tightrope to walk. Best I can offer is to manage the individual. I don’t have a “management style.” I have a style in which I manage Tom* that differs from my style with Anna*. One might need more micromanagement while the next might flourish with some freedom. And that could change at different points in their career, too.
* names changed to protect identities
I ask them what sort of leadership style they respond to more. Some people (most) will say they like autonomy and I clarify and say that's great, I'd love to let you take the lead. These are the things I'd like to see and how often, but feel free to keep me informed of anything in between. So this provides a chance for people who want independence to say that to me, and for me to provide some input on what I'm looking for. No surprises is a good way to think of it.
You give them all the tools to succeed from the jump. You walk them through a few guided or more hands on opportunities, then give them just enough rope to hang themselves and course-correct from there. I find this last part important, as there are few better teachers than failure/letting down your team. But also agree with the individual above, there is no one size fits all approach, as everyone is different. It’s exhausting, I know, and as much as I love WFH, it’s only made it more challenging. But that’s why we get paid the medium bucks, right?
Bowl Leader
Look up Situational Leadership 2. Micromanage the people who need micromanaging. Align with them on the tasks they are doing that need you close and why, you both will probably agree you need to be close. Then align with the people who have tasks they can run with and let them run with it and ask them to provide consistent progress updates.