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By:

Rahul Kulkarni

30 March 2025 at 3:32:54 pm

The Boundary Collapse

When kindness becomes micromanagement It started with a simple leave request.   “Hey, can I take Friday off? Need a personal day,” Meera messaged Rohit. Rohit replied instantly:   “Of course. All good. Just stay reachable if anything urgent comes up.”   He meant it as reassurance. But the team didn’t hear reassurance. They heard a rule.   By noon, two things had shifted inside The Workshop:   Meera felt guilty for even asking. Everyone else quietly updated their mental handbook: Leave is...

The Boundary Collapse

When kindness becomes micromanagement It started with a simple leave request.   “Hey, can I take Friday off? Need a personal day,” Meera messaged Rohit. Rohit replied instantly:   “Of course. All good. Just stay reachable if anything urgent comes up.”   He meant it as reassurance. But the team didn’t hear reassurance. They heard a rule.   By noon, two things had shifted inside The Workshop:   Meera felt guilty for even asking. Everyone else quietly updated their mental handbook: Leave is allowed… but not really. This is boundary collapse… when a leader’s good intentions unintentionally blur the limits that protect autonomy and rest. When care quietly turns into control Founders rarely intend to micromanage.   What looks like control from the outside often starts as care from the inside. “Let me help before something breaks.” “Let me stay involved so we don’t lose time.” “Loop me in… I don’t want you stressed.” Supportive tone.   Good intentions.   But one invisible truth defines workplace psychology: When power says “optional,” it never feels optional.
So when a client requested a revision, Rohit gently pinged:   “If you’re free, could you take a look?” Of course she logged in.   Of course she handled it.   And by Monday, the cultural shift was complete: Leave = location change, not a boundary.   A founder’s instinct had quietly become a system. Pattern 1: The Generous Micromanager Modern micromanagement rarely looks aggressive. It looks thoughtful :   “Let me refine this so you’re not stuck.” “I’ll review it quickly.”   “Share drafts so we stay aligned.”   Leaders believe they’re being helpful. Teams hear:   “You don’t fully trust me.” “I should check with you before finishing anything.”   “My decisions aren’t final.” Gentle micromanagement shrinks ownership faster than harsh micromanagement ever did because people can’t challenge kindness. Pattern 2: Cultural conditioning around availability In many Indian workplaces, “time off” has an unspoken footnote: Be reachable. Just in case. No one says it directly.   No one pushes back openly.   The expectation survives through habit: Leave… but monitor messages. Rest… but don’t disconnect. Recover… but stay alert. Contrast this with a global team we worked with: A designer wrote,   “I’ll be off Friday, but available if needed.” Her manager replied:   “If you’re working on your off-day, we mismanaged the workload… not the boundary.”   One conversation.   Two cultural philosophies.   Two completely different emotional outcomes.   Pattern 3: The override reflex Every founder has a version of this reflex.   Whenever Rohit sensed risk, real or imagined, he stepped in: Rewriting copy.   Adjusting a design.   Rescoping a task.   Reframing an email. Always fast.   Always polite.   Always “just helping.” But each override delivered one message:   “Your autonomy is conditional.” You own decisions…   until the founder feels uneasy.   You take initiative…   until instinct replaces delegation.   No confrontation.   No drama.   Just quiet erosion of confidence.   The family-business amplification Boundary collapse becomes extreme in family-managed companies.   We worked with one firm where four family members… founder, spouse, father, cousin… all had informal authority. Everyone cared.   Everyone meant well.   But for employees, decision-making became a maze: Strategy approved by the founder.   Aesthetics by the spouse.   Finance by the father. Tone by the cousin.   They didn’t need leadership.   They needed clarity.   Good intentions without boundaries create internal anarchy. The global contrast A European product team offered a striking counterexample.   There, the founder rarely intervened mid-stream… not because of distance, but because of design:   “If you own the decision, you own the consequences.” Decision rights were clear.   Escalation paths were explicit.   Authority didn’t shift with mood or urgency. No late-night edits.   No surprise rewrites.   No “quick checks.”   No emotional overrides. As one designer put it:   “If my boss wants to intervene, he has to call a decision review. That friction protects my autonomy.” The result:   Faster execution, higher ownership and zero emotional whiplash. Boundaries weren’t personal.   They were structural .   That difference changes everything. Why boundary collapse is so costly Its damage is not dramatic.   It’s cumulative.   People stop resting → you get presence, not energy.   People stop taking initiative → decisions freeze.   People stop trusting empowerment → autonomy becomes theatre.   People start anticipating the boss → performance becomes emotional labour.   People burn out silently → not from work, but from vigilance.   Boundary collapse doesn’t create chaos.   It creates hyper-alertness, the heaviest tax on any team. The real paradox Leaders think they’re being supportive. Teams experience supervision.   Leaders assume boundaries are obvious. Teams see boundaries as fluid. Leaders think autonomy is granted. Teams act as though autonomy can be revoked at any moment. This is the Boundary Collapse → a misunderstanding born not from intent, but from the invisible weight of power. Micromanagement today rarely looks like anger.   More often,   it looks like kindness without limits. (Rahul Kulkarni is Co-founder at PPS Consulting. He patterns the human mechanics of scaling where workplace behavior quietly shapes business outcomes. Views personal.)

Uddhav assures free education, scrapping of Dharavi project

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Mumbai: Shiv Sena (UBT) chief Uddhav Thackeray on Thursday unveiled his party’s manifesto for the Maharashtra assembly polls, assuring free education for male students, stabilising prices of essential items and scrapping of the Dharavi redevelopment project.


Thackeray, while releasing the manifesto at his residence ‘Matoshree’ in Mumbai, said most of the poll promises are part of the opposition Maharashtra Vikas Aghadi’s (MVA) overall assurances, but there are some points which need special attention.


Thackeray said every district will have a temple of Maratha king Chhatrapati Shivaji Maharaj.


He also promised to implement the Old Pension Scheme and remove the cap of 50 per cent reservation.

Thackeray assured that the way female students in the state were getting free education under a government policy, it will be implemented for male students as well, if the MVA comes to power.


He also promised free travel for women in public transport buses.


Apart from recruiting 18,000 women in state’s police force, Thackeray said all female police stations will also be established in Maharashtra.


The MVA will also keep stable the prices of essential commodities, he said.


On the Dharavi redevelopment project, the former chief minister said it will be scrapped as the project will have ramifications on Mumbai.


Maharashtra and Mumbai will also have a housing policy keeping the rapid urbanisation in mind, he said.


Affordable houses will be built for “sons of the soil” in urban, semi-urban and rural areas, he added.

Thackeray also said if the MVA comes to power, it will scrap cluster development of Koliwadas (fishing community settlements) and Gaothans (villages) and their development will be done after taking the residents into confidence.


On generating employment, the Sena (UBT) head said his party will work towards creating jobs. Job fairs will be held in each district every three months, he added.


Thackeray also said that an International Finance Centre will be established in the state.


No campaign in Mahim

Uddhav Thackeray on Thursday said there was no need to campaign for his party candidate in Mahim, a seat where his estranged cousin Raj Thackeray’s son Amit and ruling Shiv Sena’s Sadanand Sarvankar are in the fray. He said there was lack of time to hold a rally in each and every constituency of the state. He, however, said the party has approached the authorities, seeking permission to hold a rally at the Shivaji Park on November 17.


“I don’t need to campaign in Mahim. It is my constituency. It is Shiv Sena’s constituency,” Thackeray told reporters here.


“We have sought permission because that is the last evening of campaigning. November 17 is also the anniversary of Shiv Sena Pramukh. Lakhs of Shiv Sainiks come there and they will also come there this year.”

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