If you’re like most business leaders I speak to, you’ve probably noticed something off in the workplace today.
You hired smart people. You set clear KPIs. You check in weekly.
Yet deadlines slip. Employees hesitate. Ownership is missing.
And when things go wrong? Fingers point up instead of forward.
This isn’t just your company’s problem—it’s a global leadership challenge. According to a 2023 Gallup report, only 23% of employees worldwide are engaged at work. Worse, over 60% say they don’t know what’s expected of them daily.
That means even good people, with the right skills, are working in the dark.
Why? Because most leaders still rely on outdated methods of control instead of clarity. They micromanage tasks, monitor hours, and focus on process over purpose.
But here’s what I’ve learned over two decades of developing leaders: In today’s workplace, control is not leadership. Context is.
Let me walk you through how shifting from control to context can transform how your managers lead—and how your teams perform.
The Problem: Control-Based Leadership is Outdated
1. Micromanagement kills motivation.
Controlling leaders often believe they’re being helpful—checking on progress, setting strict guidelines, managing step-by-step execution.
But studies show the opposite: according to Harvard Business Review, employees with controlling bosses are 28% more likely to underperform and 3 times more likely to quit.
2. Remote and hybrid work models make micromanagement impossible.
When people aren’t physically in front of you, you can’t monitor everything they do. And you shouldn’t have to.
The rise of hybrid work has forced companies to rethink how they lead. In 2024, 81% of companies worldwide support some form of remote work (source: Owl Labs). But trust issues remain high—managers still ask for screenshots, hourly check-ins, or daily reports.
Instead of building accountability, this signals one thing: we don’t trust you.
3. Gen Z and Millennials demand purpose, not pressure.
A Deloitte report shows that 75% of Gen Z workers say they prefer to work for companies where their work has meaning—even over higher pay.
Controlling leadership often focuses on outcomes without explaining the “why.” But younger workers want alignment. They need context.
What Does It Mean to Lead with Context?
Leading with context means giving your people the information, vision, and understanding they need to make smart decisions—without being told what to do.
Here’s how Netflix, one of the most admired companies for workplace culture, puts it:
“We’re a team, not a family. We’re aligned by context, not control.” — Netflix Culture Deck
This mindset isn’t about being hands-off. It’s about empowering teams by setting a clear direction and then trusting them to figure out the best way to get there.
The Framework: The 5 Cs of Context-Driven Leadership
To help leaders shift from control to context, I use what I call The 5 Cs Framework:
1. Clarity of Purpose
Make sure everyone knows what the goal is—and why it matters.
Ask yourself:
- Does my team know what success looks like?
- Have I connected our work to a larger mission?
Case Study:
At Shopify, instead of top-down instructions, leaders regularly share updates on company strategy during open all-hands meetings. They even publish their decision-making frameworks internally so everyone understands how and why leadership chooses a direction. This builds trust and alignment.
2. Communication of Expectations
Spell out what you expect from roles, not just results.
Ask yourself:
- Have I defined what good performance looks like in this role?
- Do I communicate expectations early and often?
Training Tip:
Use the PREP model (Point – Reason – Example – Point) when discussing expectations. This structure improves clarity and recall.
3. Coaching, Not Controlling
Empower team members through inquiry, not instruction.
Ask yourself:
- Do I ask more questions than I give answers?
- Do I allow people to own their process?
Example:
Instead of telling your staff how to fix a client issue, ask:
“What have you tried so far?”
“What do you think would work next?”
This builds problem-solving muscles and confidence.
4. Context Sharing Rituals
Build habits where context is shared, not hoarded.
Ask yourself:
- Do we review the why behind major decisions regularly?
- Do we allow teams to ask leadership questions?
5. Continuous Feedback Loop
Create a two-way street where people can ask, learn, and adjust.
Ask yourself:
- Do I make space for feedback from my team?
- Do I listen without judgment?
Use this prompt during check-ins:
“What’s one thing I can do to help you succeed next week?”
What Happens When You Lead with Context?
1. Ownership Increases
When employees understand the why and what, they’re more likely to take initiative on the how.
In a 2024 case with a Philippine tech startup, we rolled out the 5 Cs with their middle managers. Within 3 months, their customer success team launched 2 self-initiated service improvements—without waiting for exec approval.
2. Speed Improves
Context reduces bottlenecks. Teams don’t need to wait for permission—they act confidently within clear boundaries.
Netflix calls this “freedom and responsibility.” It works. Their culture allows faster product pivots, like when they rolled out mobile-only subscriptions in Asia ahead of competitors.
3. Trust is Rebuilt
The best leaders today aren’t the smartest in the room. They’re the most empowering.
By leading with context, you signal: “I trust you to think, decide, and lead.”
And that’s what creates high-performing, future-ready teams.
How to Start: A Quick Self-Assessment
Ask yourself or your managers these 5 questions:
- Can each person on my team explain how their work connects to our big goal?
- Do we communicate priorities weekly or only during reviews?
- Do I spend more time directing or developing my team?
- Do we have recurring ways to share context (town halls, team huddles, updates)?
- Am I open to feedback about how I lead?
If you answered “no” to two or more—don’t worry. That just means it’s time to grow.
Why This Matters Now
Control is tempting, especially when deadlines are tight and stakes are high.
But here’s what I’ve learned, especially in Filipino workplaces: micromanagement might get short-term compliance—but context builds long-term commitment.
As leaders, our job isn’t just to push people to work harder. It’s to make them care more, decide better, and own the outcome.
That starts with you.
Let’s Talk.
If you’d like help transforming your managers into context-driven leaders, let’s have a quick conversation. We specialize in customized leadership training—because no one-size-fits-all when it comes to developing future-ready leaders.
Let’s explore what’s holding your leadership team back—and how we can unlock their full potential.
Schedule a meeting with us today. Carl, carl@axelgabemc.com 0966.507-9136
#LeadershipDevelopment #EmpowerYourTeam #ContextNotControl #HighPerformingLeaders #LeadershipTrainingPH #LeadWithPurpose #ModernLeadership #CoachingCulture #PMIPOC #WorkplaceTransformation
Great Leadership + Productive AI = UNSTOPPABLE BUSINESS 