𝐕𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐬 𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞

𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐜𝐚𝐧’𝐭 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 𝐨𝐫 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐝𝐨𝐧’𝐭 𝐬𝐞𝐞.

𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐦𝐮𝐬𝐭 𝐬𝐡𝐨𝐰 𝐩𝐫𝐞𝐬𝐞𝐧𝐜𝐞 . It means 𝐛𝐞𝐢𝐧𝐠 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡𝐚𝐛𝐥𝐞 ,
𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐥𝐞 , 𝐚𝐧𝐝 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐞𝐝 𝐭𝐨 𝐭𝐡𝐞 𝐝-𝐭𝐨-𝐝𝐚𝐲. People notice when you
show up where the work happens, ask questions out of curiosity (not
control), and recognize effort in real time.

𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐝𝐨𝐞𝐬𝐧 ’𝐭 𝐦𝐞𝐚𝐧 𝐜𝐨𝐧𝐬𝐭𝐚𝐧𝐭 𝐨𝐯𝐞𝐫𝐬𝐢𝐠𝐡𝐭 . Here’s the difference.

Micromanagement zooms in on tasks. 𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐳𝐨𝐨𝐦𝐬 𝐢𝐧 𝐨𝐧 𝐩𝐞𝐨𝐩𝐥𝐞 .
Micromanagement undermines autonomy. 𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐬
𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 .
Micromanagement creates fear. 𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐛𝐮𝐢𝐥𝐝𝐬 𝐭𝐫𝐮𝐬𝐭 .

If your people always have to come to you, you’re not visible enough
to them.

Without presence, managers lose the visibility they need to support
their people. Recognition slips. Trust erodes. And people quietly
disengage because they feel unseen.

𝐄𝐯𝐞𝐫𝐲𝐝𝐚𝐲 𝐦𝐨𝐯𝐞𝐬
𝐒𝐡𝐨𝐰 𝐮𝐩 𝐰𝐡𝐞𝐫𝐞 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤 𝐡𝐚𝐩𝐩𝐞𝐧𝐬 . That could be in the office, on a
call, or in the tools your team relies on.

𝐂𝐡𝐞𝐜𝐤 𝐢𝐧 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐚𝐧 𝐚𝐠𝐞𝐧𝐝𝐚 . Sometimes the best insights come from
casual conversations.

𝐍𝐨𝐭𝐢𝐜𝐞 𝐚𝐧𝐝 𝐜𝐚𝐥𝐥 𝐨𝐮𝐭 𝐩𝐫𝐨𝐠𝐫𝐞𝐬𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭 instead of saving it for
reviews.

𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐢𝐬 𝐭𝐡𝐞 𝐟𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐯𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 . It’s what makes recognition
natural, advocacy possible, and trust sustainable. But it does more
than drive outcomes. 𝐈𝐭 𝐬𝐡𝐚𝐩𝐞𝐬 𝐡𝐨𝐰 people 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐰𝐨𝐫𝐤 𝐞𝐯𝐞𝐫𝐲
𝐝𝐚𝐲.

When managers are present, people feel seen and supported.
𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐢𝐬𝐧’𝐭 𝐚 “𝐧𝐢𝐜𝐞-𝐭𝐨-𝐡𝐚𝐯𝐞 .” 𝐈𝐭’𝐬 𝐭𝐡𝐞 𝐜𝐨𝐧𝐝𝐢𝐭𝐢𝐨𝐧 𝐭𝐡𝐚𝐭 𝐦𝐚𝐤𝐞𝐬
𝐞𝐯𝐞𝐫𝐲 𝐨𝐭𝐡𝐞𝐫 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 .

𝐖𝐡𝐞𝐧 𝐰𝐚𝐬 𝐭𝐡𝐞 𝐥𝐚𝐬𝐭 𝐭𝐢𝐦𝐞 𝐲𝐨𝐮 𝐜𝐡𝐞𝐜𝐤𝐞𝐝 𝐰𝐡𝐞𝐭𝐡𝐞𝐫 𝐲𝐨𝐮𝐫 𝐩𝐞𝐨𝐩𝐥𝐞 𝐟𝐞𝐞𝐥
𝐬𝐞𝐞𝐧 𝐛𝐲 𝐲𝐨𝐮?