Leadership Growth Begins with Letting Go

If you want to see me stressed, just let a few details slip or drop a ball. I’ve always thrived on getting things done, making sure nothing falls through the cracks. After all, nailing the details builds trust and reputation. But here’s the catch—holding onto every little thing too tightly can hurt more than it helps. I learned this the hard way when I stumbled across the concept of seagull management: swooping in to "fix" things without context and leaving behind chaos. It hit me harder than I’d like to admit.

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Recognizing this tendency was the first step. The next? Learning to manage in a way that doesn’t undermine my goals. (If you're strong in Execution like me—hello, CliftonStrengths—you get it.)

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Are You a Seagull Manager?

Seagull management, as told beautifully by Cameron Herold, describes when leaders swoop in, issue directives, and disappear—leaving everyone confused and stressed. I’ve been there. Fear of dropping the ball leads to micromanagement, but ironically, it does more harm than good.

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The answer? Letting go. Sounds simple, right? But for someone who thrives on control, it’s anything but.

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Letting Go Without Losing Control

Letting go doesn’t mean dropping your standards or losing control. It’s about understanding that real control starts with yourself. Over time, I’ve realized that leading effectively means stepping back and giving others space to step up. Think of it like teaching someone to fish—if you never let go of the rod, no one else will ever learn.

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My WAIT Moment

During my time teaching yoga, I used an acronym: WAIT—Why am I talking? It reminded me to think before filling space with unnecessary words. Now, I’ve applied that same principle to leadership. Before jumping in to “fix” something, I ask myself: Why am I acting?

• Is it necessary?

• Am I empowering or disempowering my team by stepping in?

• What’s the worst that will happen if I don’t intervene?

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Sometimes, the best leadership move is to do nothing at all. Let your team figure it out. They will—and when they do, they’ll be stronger for it. That’s leadership in action.

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Practical Tips for Letting Go Without Dropping the Ball

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Set Clear Expectations:

If you’re detail-oriented like me, it’s because you care about outcomes. Instead of hovering, lay out clear expectations from the start. It’s easier to let go when your team knows exactly what success looks like.

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Foster Accountability Over Dependency:

Create systems that make your team accountable for their projects. Let them own their work from start to finish. Sure, offer guidance, but resist the urge to take over. Accountability breeds ownership, and ownership creates pride in a job well done.

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WAIT Before Acting:

Pause before you step in. Ask yourself if it’s really necessary. Often, the urge to intervene is more about easing your own stress than solving an actual problem.

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Celebrate Wins, Learn from Misses:

Whether things go perfectly or a ball gets dropped, reflect on what happened. Celebrate the successes and learn from the failures. This will help build trust in your team—and in yourself.

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The Bigger Picture

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Letting go isn’t about lowering your standards. It’s about empowering your team. It’s about trusting them—and yourself—to handle whatever comes up, knowing that even when things go wrong, they’ll be fixed and improved.

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I’m still working on this. I’m far from perfect, but neither is anyone else—and that’s okay. Leadership is a balancing act between being involved and staying distant. Growth happens in that space. The real challenge is finding and managing that gap.

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Here’s to us, the recovering micromanagers, learning to let go a little more each day and trusting our teams to rise to the occasion. There’s light at the end of the tunnel—and maybe it’s time to let them find it on their own.

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Ready to lead with less stress and more empowerment? StringCan helps businesses streamline processes and build effective teams. Let’s partner to help you lead smarter, not harder.

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