Montea

CHRO

SC4People BV

Providing HR freelance/consultancy services balanced between strategy/tactics & operations from small to medium/large sized businesses.

Human Resources Director

ManpowerGroup

People & Culture Director

ALTER PHARMA

* Creation of mission, vision, strategy & values of the Alter Pharma Group with Board and MT (March-July 2019) - roll-out & development communication material
* Setting HR strategy of the Group on all HR functional domains
* Setting a digital learning environment (introduction LinkedinLearning)
* Updating recruitment practices in terms of efficiency/speed (36 new long term recruits on a period of 9 months)
* Introduction performance management combined with reward practices (bonus plan)
* Leading HR team & facilities
* Benchmarking reward of Irish/Belgian companies (base salaries, bonus, benefits)
* Revision cy car policy, setting up work at home policy, revision travel policy, 401K plan US
* Paritair comité restructuring of BE companies in line with activities

Group HR Director

SWIFT

Right hand Head of HR -  driving & assisting global HR transformation/change programs 
Permanent member of the Human Resources/Remuneration Committee of SWIFT (Board level)
Global HR/reward coach for a +/- 3.000 employees cooperative company in the Hi-Tech/FinTech/financial industry, incorporating all aspects connected with a global role 
Coaching the HR leadership team (8 persons) and the reward team of 4 professionals spread over 3 continents (US/EMEA/APAC)
Getting things done through a strong stakeholder approach towards senior management (EXCO/Board) within a cooperative company:
o	Business case approval & pilot implementation of new global job levelling system for SWIFT (job levelling 2.0)
o	Business case approval of a new non-monetary recognition system linking to holistic performance management
o	Agile ways of working development (devops)
o	Setup & implementation of different tax advantageous schemes win/win employee/employer in several countries bringing in considerable recurring saving for SWIFT (1.5 MM €)

Global HR Executive

Tessenderlo Group

Global HR Business Partner Growth Unit Tessenderlo Kerley International (liquid fertilizers) (+/- 300 EE’s – Mexico, Chile, Australia, Spain, France, Belgium, Rumania, Turkey, Lebanon, Brazil, Costa Rica)
Responsible talent resource planning, performance management, competency management, reward, recruitment,…
HR Stream Lead construction new plant in France (Rouen) (including legal, payroll, recruitment, training,…)
Global Head of Reward for the Corporate Executives and manager/experts across the Group (grading, benchmarking, salary review, guidelines, organization design, STI/LTI design & implementation, sales incentives design, benefits, Executive Remuneration, Corporate Governance, etc.)

Global HR BP BU Kerley International

Development of the global Tessenderlo Group reward strategy (+5.000 EE) to ensure a competitive level of pay allowing the business to be able to attract, retain and motivate the best employees. Leads the implementation of the reward strategy across all wholly owned businesses in the Group. It includes amongst others:
Expert business partner for executives
Involvement in remuneration committees
Define salary house 
Define executive bonus scheme/option/stock/cash plan
Conducts and participates in market surveys and make output available for use within TG businesses 
Play guiding expert in development of local reward practice by HR business partners below executive level 
International mobility
Job grading/organization design
Performance management including recognition
BRIC focus/due dilligence benefits
Reorganizations

Group HR Reward Manager

Chiquita Shared Services Centre

Overview of European payroll process (+20 countries)
Creating/drafting or reviewing European compensation & benefits policies
Consultant to the European senior management on comp&ben related issues (benchmarking, merit, bonus, equity, plans)...
European HR strategic project manager HQ move Belgium to Switzerland including Belgian social plan negotiations.

Compensation & Benefits Manager EME

Ernst & Young

Manager specialized in tax consulting and accomplishment of tax obligations regarding Belgian - and /or foreign executives of both national and multinational companies.

Broad strategic and/or compliance experience in tax law, social security law, employment law, compensation & benefits for foreign executives of multinational companies as well as the coordination and assistance regarding tax, social security, employment and compensation & benefits planning ideas for local employees.

Human Capital Manager

PricewaterhouseCoopers

Human Capital consultant

Connector of Talent and Success 💼 | Empowering Businesses to Thrive through People | Business Growth Strategist | Coach | Writer | HR leader | Ranked 🥈 #2 LinkedIn Belgium

STRATEGIC HR LEADER AND COACH WITH HANDS-ON APPROACH AIMING FOR THE BEST EMPLOYEE/BUSINESS EXPERIENCE

International HR Executive passionate about the link between employee experience and business dynamics. Combining a strong focus on strategic thinking and planning with a structured and factual hands-on approach. A positive well connected team coach with a natural sense of empowering team members in a spirit of challenge, learning and mutual recognition. Sound decision making capabilities based on critical reflections within companies focusing on innovation, change, digital transformation and learning.

A. Group HR Director Alter Pharma (200 FTE - BE/IRL/US) – private equity backed firm defining & implementing HR strategy (from strategy to operations) including definition of mission/vision/strategy & values.
B. Global HR Business Partner BU Kerley international/Tessenderlo Group (+/-300 employees - 11 countries) developing/transforming key HR processes (talent resource planning, talent acquisition, performance management, competency management, learning, reward,..) - HR project lead new factory Rouen, France. 
C. Global HR Executive SWIFT (+/- 3.000 employees in +25 countries) transforming/coaching business and HR into new ways of (digital) working/thinking to improve the employee and business experience 
D. Global Head of Reward Tessenderlo Group (+/- 5.000 employees in +25 countries) - strategic development/transformation reward strategy
E. Development new holistic performance management framework for Tessenderlo Group, including full implementation recognition stream.
F. HR Project Manager : move of the Chiquita EME Headquarters from Belgium to Switzerland (social plan negotiations, c&b setup, recruitment, mobility, new policy/process design,...)

Professional coaching certification Better Minds at Work               2018 - 2019
Centre for Creative Leadership - senior leadership program           Q1-2 2018
Management Development Programme Vlerick (17 days)		  2010 - 2011
Strategic Compensation & Benefits Management, Vlerick 		  2007      
Master degree in Law&Taxation, Katholieke Universiteit Leuven    1997 - 1998

Boss or Leader: Who's Who in Your World? 
 
In every corner of life, from boardrooms to living rooms, we encounter two distinct types of people:  
 
Bosses and Leaders.  
 
The way they influence us can transform not only our work environment but  
how we see and engage  
with the world.  
 
Here’s the essence: 
______________ 
 
𝟭/ 𝗗𝗼 𝘃𝘀 𝗗𝗿𝗲𝗮𝗺:  
 
A boss zeroes in on the "how" and "when."  
 
𝘷𝘴 
 
A leader paints the big picture, lighting up the "why" and "what if." 
 
𝟮/ 𝗣𝗼𝘄𝗲𝗿 𝘃𝘀. 𝗜𝗻𝘀𝗽𝗶𝗿𝗮𝘁𝗶𝗼𝗻:  
 
Bosses lean on authority to move things forward. 
 
𝘷𝘴 
 
Leaders harness the power of inspiration, sparking action through their vision and values. 
 
𝟯/ 𝗚𝘂𝗶𝗱𝗮𝗻𝗰𝗲 𝘃𝘀. 𝗚𝗿𝗼𝘄𝘁𝗵:  
 
Bosses map the route, expecting you to follow 
 
𝘷𝘴  
 
Leaders set you free to navigate, turning every journey into a growth opportunity. 
 
𝟰/ 𝗖𝗿𝗶𝘁𝗶𝗾𝘂𝗲 𝘃𝘀. 𝗖𝗮𝘁𝗮𝗹𝘆𝘀𝘁:  
 
A boss points out the flaws, when faced with failure 
 
𝘷𝘴  
 
A leader sees a launchpad for growth, turning stumbles into strides. 
 
𝟱/ 𝗗𝗲𝗽𝗲𝗻𝗱𝗲𝗻𝗰𝘆 𝘃𝘀. 𝗨𝗻𝗶𝘁𝘆:  
 
Bosses create followers who rely on them. 
 
𝘷𝘴 
 
Leaders cultivate allies, united by a shared vision. 
 
____________ 
 
The magic lies not in labels but in actions.  
 
It is never black or white. 
 
Being a leader isn’t just for grown-ups; it's for classrooms, playgrounds, and even in your own backyard adventure.  
 
Let's cultivate it as young as possible. 
 
Let’s shift from commanding to connecting, from directing to inspiring.  
 
Because in the end, we’re all leading somehow in our lives, aren't we? 
 
PS1. What makes your favourite colleague, teacher or friend feel like a leader? Is it their super smile, their listening ear, or something else?  
 
#Leadership #Management #Life

Steven Claes

Embracing Your Inner Contradictions 🌗 
 
Duality in life and by extension in leadership refers to the concept that each human being often embodies seemingly opposing characteristics or experiences simultaneously.  
 
This complexity is what makes a person relatable, approachable, and human.  
 
Duality suggests that strength doesn't exist without vulnerability, and confidence often coexists with periods of doubt. 
 
1️⃣ The Many Facets of Duality: 
 
↳Strength and Vulnerability:  
 
A strong person isn't someone who is invincible; rather, it's someone who  
isn't afraid to acknowledge their  
fears or shortcomings. Being  
vulnerable can lead to great  
team cohesion and trust 
in leadership. 
 
↳Confidence and Doubt:  
 
We all may project confidence while internally processing doubts. This  
balance keeps us grounded and  
open to new ideas, preventing overconfidence from blinding  
our judgment. 
 
↳Authority and Humility:  
 
A good leader uses their authority to guide and make decisions but also displays humility. They admit mistakes and  
are open to learning, which  
promotes a culture of  
improvement. 
 
↳Determination and Flexibility:  
 
We are all driven and focused on goals, yet we understand the importance of being flexible. Adapting to circumstances  
or shifting strategies is crucial for  
long-term success. 
 
↳Emotional Intelligence and Logic:  
 
We all need to balance empathy and understanding of others’ emotions  
with the ability to make logical,  
data-driven decisions. Too  
much reliance on one can  
skew perspective and  
lead to biased  
actions. 
 
↳Innovation and Caution:  
 
We must foster innovation, encouraging creative thinking and new ideas while  
also assessing the risks and 
considering potential  
downsides. 
 
2️⃣ The Importance of Duality in Leadership: 
 
↳Adaptability:  
 
It allows leaders to adapt their approach depending on the situation, 
team dynamics,  
and goals. 
 
↳Relatability:  
 
By recognizing and yes accepting their dualities, the leaders becomes more  
relatable to their team members,  
who likely experience similar  
internal conflicts. 
 
↳Resilience:  
 
Understanding and embracing the dual aspects of their roles and  
personalities help leaders  
build sufficient  
resilience. 
 
↳Whole-Person Leadership:  
 
Instead of behaving one-dimensionally, embracing duality allows leaders to  
show up authentically, encouraging  
others to do the same. 
 
PS1. - The acceptance of duality as a natural part of the human condition is what makes a person truly impactful. 
 
PS2 - Which aspect of duality have you found most challenging to balance in your (leadership) journey? Share your insights or a simple emoji that represents your experience.👇 
 
Picture credit: Thepresentpsychologist

It's time to set the pace, not chase the race. 🌟 
 
1️⃣ Work smart, not harder. 
2️⃣ Remember, rest isn't idleness. 
3️⃣ It's a nifty investment in future productivity. 
 
One foot in front of the other. That's how you move mountains. 
 
End the hustle culture. 
 
Champion rest as a critical ingredient in your success recipe.  
 
Remember, your greatest competitor is you. 
 
Success isn't just a sprint, it's a relay race. 🏃‍♂️ 
 
--- 
 
P.S. How do you strike a balance between work and rest this weekend ? Share your top tips - just a few words ! 🔥 
 
Will you spread the word? Let’s start a work-rest revolution! 
 
Picture credit: unknown

Culture is more than slogans.  
 
It’s the heartbeat of your organisation, dictating why your team stays or leaves. 
 
As leading the HR role of a top organisation, I feel it is my duty on a regular basis to put this on the agenda of this community. 
 
❌ Culture isn't defined by:  
  
Table tennis matches at noon  
Perks & holiday entitlements  
Inspirational quotes on walls  
Free snacks in the pantry  
Branded fleece vests  
Branded drinkware  
  
  
✅ Culture truly consists of:  
  
The narratives that are cherished and repeated  
The sentiment felt at the end of the weekend  
The atmosphere amid disagreements  
Your comfort in voicing opinions  
Your approach to recruitment  
Your method for dismissals  
Criteria for advancement  
Collective values  
And many more 
  
Whether intentionally shaped or not,  
your organization's culture is present.  
  
It influences why employees remain  
and the reasons they leave.  
  
The question is:  
  
Does your culture cultivate  
a sense of belonging & efficiency?  
  
Or  
  
Does it require individuals to  
conform & protect themselves?  
  
Foster an ambiance where culture can flourish  
Shift your perspective from mere text:  
  
1/ Values  
  
↳ What ideals will your organization stand behind?  
  
2/ Conduct  
  
↳ What behaviour is expected behind closed doors?  
  
3/ Narratives  
  
↳ Which stories embody these values?  
  
4/ Rituals  
  
↳ What are your meaningful collective practices?  
  
5/ Symbols  
  
↳ What tangible items represent your culture?  
  
6/ Frameworks  
  
↳ What structures support your principles?  
  
7/ Lexicon  
  
↳ What unique terminology do you use?  
  
Nurture a culture where everyone feels they belong.  
  
Act before your talent walks away to those who understand the narrative.  
  
💪 P.S1. Tomorrow I will be talking around our culture at the CHRO day in Belgium. Looking forward to it! 
 
💪 P.S2. How do you define your organisation's culture? Tell me in a few words.  
 
💪 P.S3. And maybe, just maybe, both salary and culture are key! 🙃 In Maslow's terminology - salary is a hygiene factor. 
 
 #culture #leadership #HR

HARD WORK is like climbing Everest 🗻 
- It toughens us 
- Builds resilience  
 
SMART WORK is our trusty Sherpa ⛰️ 
- Navigates efficiently 
- Saves time & resources 
 
FIT them TOGETHER and what do you get? 🤝 
- A path to SUCCESS 
- A blend of strength & strategy 
 
Isn't it amazing how collaboration of hard and smart work lead us to success? 
 
Our success is like the view  
from Everest's peak.  
Worth every step. 
Breath taking.  
Unforgettable.  
 
 
P.S. Share one word that describes your journey to success! ⬇️

🚫 The Myth of Work "Family' ?🚫

👇GREAT CAROUSEL👇

A few weeks ago, I had a conversation that made me think.

The story goes like this:

I met with someone at a network event who said to me. You know what Steven, we should not call the employees of an organization our 'family'. 

That person said, "Family" will mislead in many ways:

1/ Misleading Comfort: 
Saying we're a family suggests we have each other's backs no matter what, like in a real family. But in reality, work doesn't work that way. Jobs and support can change based on performance and business needs.

2/ Confusing Roles: 
When we start thinking of co-workers as family members, it can blur the lines of professional roles. This can lead to misunderstandings and unrealistic expectations.

3/ Personal vs. Professional: 
Using "family" can mix personal feelings with professional issues, complicating decisions and making work conflicts feel more intense and personal.

It contains certainly a reality.

A real family,
there is only 1 
of those at home.

Just could not leave sharing it
Since it has some truth.

For those who know me pretty well
Regardless if we call it family or not.
I only strive for a great CULTURE
We just need to feel good
Walk the talk
Feel & be
YOU

Family or not?

Let's Build Better Workspaces! 

📷: The Woke Salaryman

PS. What are your thoughts around this? Really curious.

#HR #CULTURE #LIFE

EMPLOYEES ARE NOT FAMILY

Simple Acts, Big Impact 🌹♥️ 
 
 
👇WATCH THIS👇  
 
Two lessons become crystal clear: 
 
- On a Personal Level:  
 
The simple act of offering a Coke teaches us about empathy.  
 
She sees someone struggling and steps in—reminding us that caring for others requires action, not just sentiment. 
 
- On a Professional Front:  
 
This teaches us about proactive support.  
 
Just like offering aid to someone in need, in our teams, recognizing when someone needs a helping hand before they ask can make a big difference. 
 
Small acts of kindness resonate deeply, both in our personal lives and at work. They can prevent bigger issues and strengthen connections. 
 
Let’s carry this lesson forward.  
 
Empathy and support, after all, are what make us truly human. 💞 
 
Have a fabulous day & week, and let's be there for one another.  
 
PS: Have you experienced or offered a simple act of kindness at work or in your personal life? Share in in a few words. Inspire us! 
 
Together, we can be a beacon of empathy and support.  
 
Source video: unknown

Marie B.

🎙️ The Forgotten Art of Truly Listening 🎙️ 
 
Do you sometimes plan your response before the other person finishes talking? Let's change that. Listening is a skill that enriches every part  
of our life. 
 
Listen More, Talk Less 
 
Whether with friends, family, or at work, truly engaging means more than  
waiting to speak. It's about  
connecting with their  
words and feelings. 
 
What's the Impact? 
 
Friends and family feel cherished. 
Colleagues and teams feel respected. 
Conversations become more meaningful. 
 
𝗜𝗺𝗽𝗿𝗼𝘃𝗲 𝗬𝗼𝘂𝗿 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: 
 
1/ 𝘉𝘦 𝘗𝘳𝘦𝘴𝘦𝘯𝘵 - Give the speaker your full attention. 
2/ 𝘚𝘵𝘢𝘺 𝘊𝘶𝘳𝘪𝘰𝘶𝘴 - Ask questions to deepen understanding. 
3/ 𝘌𝘮𝘣𝘳𝘢𝘤𝘦 𝘚𝘪𝘭𝘦𝘯𝘤𝘦 - Let pauses be part of the talk. 
 
Let's shift from reply-ready to relationship-building. When we really listen, every conversation can be a bridge  
to a stronger connection. 
 
Love the power of listening? Share this and tag someone who always listens well! 
 
Let's hear it for listening – it's where every good thing begins. 👏 
 
PS: Can you recall a time when being heard felt amazing? Tell me in one or  
a few words!  
 
Quote credit: Stephen R. Covey

Sylvia Kmiecik, PMP®

No alternative text description for this image

💡 Yes please, 200 K + 30% annual bonus ! 
 
Here's a story that hit home. 
 
↳HR: We would like to make you an offer of € 200,000 plus a 30% annual bonus. 
 
↳Candidate: Sounds brilliant. Work remotely? 
 
↳HR: No, full-time in office. 
 
↳Candidate: Hybrid for less commute, 
more balanced life? 
 
↳HR: Office only, Mon-Fri. No exceptions. 
 
↳Candidate: Then, I'll have to pass. 
 
——————— 
 
Priorities have shifted. 
 
People don’t want to build their entire lives around their careers anymore. 
 
Balance matters. 
Culture matters. 
Impact matters. 
Life matters. 
You matter. 
 
Time and flexibility are more valuable than money. Read that again. 
 
P.S. 1 What's your price for flexibility? Would you turn down €200K for more 'you' time? Share your thoughts! (and yes I know, I am just thought provoking). 
 
P.S 2. Attached a great visual - love it so much. Life is just a balancing act.

Shatter the façade - 10 explosive interview questions that reveal a company's true colours.  
 
One day, as an employee, before being a HR leader, I decided to challenge the 'culture' questions. They often 
resulted in generic 
and emotionless 
responses. 
 
And why? 
 
We're not just workers, we're human beings, each wanting to grow, 
connect, and 
succeed. 
 
We should dig deeper than surface level. 
 
Thus, I began asking these: 
 
1/ What's the 'wow' moment newbies discover on the first day? 
 
2/ How has the company nurtured personal and professional growth? 
 
3/ What happens when an employee points out a flaw? 
 
4/ How does the company celebrate victories? 
 
5/ Can you describe the onboarding journey? 
 
6/ How is continuous learning and development encouraged? 
 
7/ How does the company foster open communication? 
 
8/ Has a core value ever influenced a business decision? 
 
9/ What transformations has the company undergone in recent time? 
 
10/ Any must-read books or resources to understand the company better? 
 
By asking these, I found real insights into how the company respects and treats its people, and how they manage change, learning, and successes. 
 
Today, as HR leader, I would invite and expect candidates to probe for these questions.  
 
Because you are deciding on: 
 
Your culture 
Your purpose 
Your only YOU. 
 
And that matters. 
 
------------------- 
 
PS: What question helps you understand a company's true culture? Or do you have others? Let's help each other out. 
 
#hr #culture #interview

🛡️ Sidestep 10 Catastrophes, Unleash a Powerhouse Team 🛡️ 
 
In the ever-evolving landscape of modern work, the line between driving productivity and pushing teams to the brink becomes blurred.  
________________________ 
 
Here are 10 leadership pitfalls that, if not avoided, could inadvertently lead your team to the brink: 
 
1/ Failing to Lead by Example 
 
✅ Model the behaviour and commitment you expect to see in your team. 
❌ Demand standards from your team that you do not uphold yourself. 
 
2/ Micro-managing 
 
✅ Trust your team with autonomy and encourage self-direction. 
❌ Undermine trust and suffocate initiative by over-controlling every detail. 
 
3/ Constant Urgency 
 
✅ Prioritize effectively and manage deadlines realistically. 
❌ Create a perpetual state of stress with unrealistic expectations. 
 
4/ No Recognition 
 
✅ Celebrate achievements and acknowledge individual contributions. 
❌ Lead to emotional exhaustion by making team members feel undervalued. 
 
5/ Ignoring Feedback 
 
✅ Foster a two-way communication channel and act on insights received. 
❌ Heighten frustration and stress by shutting down suggestions and concerns. 
 
6/ Not Respecting Work-Life Integration 
 
✅ Promote balance and respect personal boundaries. 
❌ Blur boundaries and impose excessive workloads that exhaust your team. 
 
7/ Not Providing Support 
 
✅ Offer tools, resources, and moral support to navigate challenges. 
❌ Isolate team members or make them feel inadequate by neglecting support. 
 
8/ Ineffective Communication 
 
✅ Ensure clarity and consistency in all communications. 
❌ Seed uncertainty and slow decision-making with ambiguous messages. 
 
9/ Ignoring Team Dynamics 
 
✅ Recognize and nurture the unique contributions of each team member. 
❌ Overlook the power of team synergy and fail to address discord. 
 
10/ Lacking Adaptability 
 
✅ Stay open to change and pivot strategies as needed. 
❌ Stick rigidly to plans when circumstances call for flexibility. 
 
_______________________ 
 
As an HR leader, I see every day how avoiding these pitfalls can transform the workplace culture and propel the teams to excellence 
 
Your actions and decisions set the tone for the team’s environment and directly impact their wellbeing and productivity.  
 
P.S. Your thoughts matter! Regardless of your role, what's one strategy you've experienced or observed that significantly contributes to a positive and productive team environment?

🛡️ Leadership: A Never-Ending Journey 🛡️ 
 
Leaders aren't born; they're made.  
SIMON says......👇 
 
Every day is a lesson in leadership 
 
↳ 𝗛𝗼𝘄 𝘁𝗼 𝗸𝗲𝗲𝗽 𝗴𝗿𝗼𝘄𝗶𝗻𝗴: 
 
1/Lead by example - Act how you want your team to act (EQ/EI) 
 
2/ Trust More - Let go of the reins. Encourage autonomy. 
 
3/ Manage Stress - Set realistic goals. Avoid burnout. 
 
 
↳ 𝗘𝘃𝗲𝗿𝘆 𝗺𝗶𝘀𝘀𝘁𝗲𝗽 𝗶𝘀 𝗮 𝗰𝗵𝗮𝗻𝗰𝗲 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻. 
 
1/ Value Everyone - Recognition fuels motivation. 
 
2/ Listen Well - Feedback is gold. Use it. 
 
3/ Balance is Key - Respect work-life boundaries. 
 
 
↳ 𝗬𝗼𝘂𝗿 𝗮𝗰𝘁𝗶𝗼𝗻𝘀 𝘀𝗵𝗮𝗽𝗲 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺'𝘀 𝗳𝘂𝘁𝘂𝗿𝗲. 
 
1/ Offer Support - Equip them to overcome hurdles. 
 
2/ Communicate Clearly - Avoid confusion. Be direct. 
 
3/ Nurture Team Dynamics - Promote unity. 
 
4/ Be Adaptable - Change is constant. Embrace it. 
 
P.S. What's one leadership lesson you've learned the hard way? Share in 1-3 words, and let's learn together!  
 
Leadership is a journey, not a destination. Let's cheer for our collective learning!  
 
Video credit: Simon Sinek

Ever been shackled by a micro-manager? 
 
You know the type.  
 
Hovering over your shoulder, keen on  
controlling every iota of  
your work and nervous  
when they're not in  
the driver's seat: 
 
- Suppressors of independent actions 
- Anxiety over team consensus 
- Disturbed by lack of control 
- Magnet for minute updates 
- Frequent task revisionists 
- Process-obsessed 
 
 
Trapped in the micro-management cobweb? 
 
Here are your escape tools: 
 
- State your preferred work style 
- Crave constructive criticism 
- Build trust via killer outputs 
- Volunteer for responsibility 
- Put forward your solutions 
- Create your boundaries 
- Hunt for job clarity 
 
And if the shoe doesn't fit, change it. 
 
Knock on a coach/mentor/HR door. 
 
Willing to extend a helping hand?  
Pass this on. 
 
Remember, the first step to change is understanding. Let's craft healthier work environments, one step at a time. There's a brighter side, and it's within reach! 
 
PS1. Ever grappled with a micro-manager?  
Share your experience. 
PS2. What strategies did you use to cope with a micro-manager?

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