You show up early, get your work done, and still feel out of place at work.
You’re not slacking. Not stirring trouble.
You just think a little differently — and somehow, that’s the issue.
Lately, your work keeps getting double-checked.
Your ideas don’t get picked up.
Your confidence? Slowly fading.
And the saddest part? You don’t even realise it’s not your fault.
You just keep trying harder, wondering why it’s still not enough.
That kind of hurt stays with you.
And I get it because I’ve felt it too.
It made me wonder: how often do we treat “different” like it’s “difficult”?
How often do we think we’re being careful, when actually, we’re just not letting go?
I’ve seen this from both sides.
As a teammate, I’ve been that “odd one out” : just for thinking out loud or taking a different route.
As a founder, I’ve caught myself hovering i.e. fixing emails that didn’t need fixing, stepping into things that weren’t mine.
Sending the quiet message: “I don’t fully trust you.”
Micromanaging doesn’t always come with a raised voice.
Sometimes it’s too many “just checking in” messages.
Too many tiny edits.
Most of the time, it’s rooted in fear
Fear of mistakes.
Fear of losing grip.
Fear of looking messy.
But that kind of control comes at a cost.
And the first thing it takes away is trust.
When we don’t give people space, they stop bringing their full selves.
When we don’t listen, they stop speaking up.
When “fitting in” matters more than contributing ,we push away the very people who might help us grow.
Here’s the thing:
The “black sheep” isn’t always a troublemaker.
Most of the time, they’re the ones who see things differently and hey,that’s not a bad thing.
They ask the questions others avoid.
They spot what’s missing.
And yes, it can feel uncomfortable
But that’s how real change begins.
If you’re reading this and it feels close to home:
You’re not wrong for being different.
Don’t let someone else’s need for control dull your spark.
It’s okay to draw the line.
It’s okay to say, “This one’s not mine to carry.”
And if you’re leading a team, do ask yourself:
Is all this control helping?
Or is it slowing things down?
Some of the best things I’ve built only started happening when I stepped back.
When I stopped trying to manage every little thing — and started trusting people to think, do, and lead.
