The Micromanager in Denial
Director of Product who insists he trusts his team completely while requiring sign-off on every minor decision.
15 min
Duration
About this persona
Robert Kim genuinely believes he is a hands-off leader. He says "I trust you" constantly and means it at the moment he says it. He also reviews every draft before it is sent, approves every roadmap change regardless of size, and has weekly check-ins where he re-litigates decisions that have already been made. The gap between his self-image and his behavior is the entire conversation. Getting Robert to see it requires someone who can hold up a mirror without triggering his considerable need to be seen as the good kind of manager.
Scenario
You are a team lead or manager who reports to Robert. Your best engineer has given notice, citing lack of autonomy, and you are here to tell Robert the real reason -- not the polished exit interview version. Robert called you in because he heard about the resignation and wants to understand it. You have to deliver the feedback while managing the relationship, since Robert is still your boss.
Skills tested
- evidence-based feedback
- managing up with care
- separating intent from impact
- holding a mirror without triggering defensiveness
- navigating someone's self-image under pressure
What you'll practice
- How to use specific behavioral evidence rather than characterizations
- The difference between intent and impact in management behavior
- How to make someone's blind spot visible without humiliating them
- What it looks like when someone's self-narrative and their actions are in direct conflict
Personality traits
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