Women who prefer to create and nurture instead of dominate understand there is an inverse relationship between control and participation. Too much control prevents true participation and encourages others to color only inside the lines. We dial down control in order to we open a window for the creativity of others to flow in unpredictable (often better) directions. Too much control stunts the growth of people who might have better ideas than our own. We don’t abdicate the role of leader. As an alternative to control, we set out to keep people as informed as we are and ensure open communication will expose conflicts before it can turn into a power struggle.
We seem more likely to aim to build community, rather than an army. Consider the culture of your organization. Are mechanisms designed to control information or to share information? If the focus is on control those of us who seek to share often end up discredited as weak, inefficient or lacking focus.
When control is the goal, it can cause us to feel powerless to achieve collective goals that are only possible with high levels of diversity and participation. My own experience in gaining authority in large organizations, barely earned me the ability to translate that authority into inventing collaborative goals. All goals were based on competitive wins that often turned colleagues into competitors. Power structures based on competition prioritize business goals over human goals. Some women in business who are subjected to toxic masculinity experience a form of PTSD that keeps us careful and quiet. When have you opted to stay silent because it was better to be safe than sorry? Is there any event in the past