When teammates are new at a certain task, they require a bit more supervision than a seasoned veteran. After a teammate has been told and shown how to accomplish a task they should be released to the “guide” phase of training. When a leader guides a teammate they allow that person to do the task while being supervised. Any corrections that need to be made are a result of a need to apply the recent training in a more correct way. In the guide phase, the leader shouldn’t apologize for the close supervision. Instead the leader should quickly help the teammate correct mistakes in real-time so that bad habits do not form. Insecurity subverts effective training. I have seen so many insecure leaders back off too soon because they don’t want to be called a micromanager. I have also seen too many insecure teammates bristle under correction when they clearly haven’t demonstrated competence for independent work. Emotionally secure teammates communicate through an intentional dynamic that allows both freedom and supervision at appropriate times.

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