Recently, I had the chance to join Early Childhood Investigations Webinars to talk about micromanaging—specifically, how to lead with trust. We spent most of our time unpacking how micromanagement repels trust, while other leadership habits can actually attract it.
There were so many thoughtful follow-up questions, but one that really stuck with me was about managing up—how to handle a micromanaging boss.
I like to assume positive intent, so I don’t think most micromanagers are trying to make your life miserable. More often, their behavior comes from anxiety, perfectionism, or external pressure. (And that doesn’t excuse bad behavior — but it does explain it!)
So instead of pushing back against their micromanagement, what if you could guide them toward trust? You may not be able to change their leadership style, but you can subtly influence how they interact with you:
1️⃣ Bring solutions, not just problems. (“I recommend B over A because of X—does that work for you?”)
2️⃣ Reinforce positive behavior when they do give you space. (“Thank you for trusting me with this.”)
3️⃣ Over-communicate. Be proactive with updates, setting clear expectations and showing reliability.
4️⃣ Use neutral language to avoid defensiveness while getting the clarity you need. (“I noticed you’ve checked in on this a few times—I wonder if a scheduled update would help us stay aligned?”)
With consistency, shifts like these can help move the dynamic from micromanagement to mutual trust. “Managing up” might not be what you signed up for but it can be worth the effort.
… unless, of course, there’s toxicity that goes beyond the good intentions that show up as micromanagement. But that’s a post for another day!
