If there’s one thing I’ve learned from interviewing brilliant founders like Nichole Healey, CEO of MAE, it’s this: great leadership starts with trust.
In Tysheda and I’s recent conversation on Authentic Ambitions, Nichole opened up about her leadership approach. She leads a fully remote team across time zones, yet what keeps her company thriving isn’t a rigid 9-to-5 schedule or micromanagement. It’s something more powerful—creating space for each person to work in their own rhythm, rooted in their strengths.
Nichole’s story struck a chord with me because it echoes something I deeply believe about startups: founders figure out how to make things work. You wear every hat, you juggle chaos, and somewhere in between building the dream and managing the reality, you learn to lead.
But here’s the truth: leadership isn’t about doing it all. It’s about having the clarity and security to know that sometimes, the smartest move is bringing in someone who does something better than you. That’s not a threat to your vision—it’s a strength. Their skill set trims the guesswork, saves you time, and brings your dream closer to life. And the only way to do that effectively? Start with trust.
Why Micromanagement Fails (and What to Do Instead)
Most people don’t like being micromanaged. That’s not new. But for founders especially, letting go of control can feel uncomfortable at first. You want things done right, and you’ve built this from the ground up. I get it.
However, trying to control every move slows down innovation and creates burnout—for you and your team. Trust-based leadership, on the other hand, empowers your team to show up as their best selves. It says: “I believe in your ability. I trust your judgment. Let’s build this together.”
Instead of hovering, focus on alignment. Make the vision clear, define what success looks like, and then step back and allow your team to execute.
Start Here: SOPs Are Your Secret Weapon
Want to set your team up for success without hovering over their every task? Start with a Standard Operating Procedure (SOP) book. Think of it as your blueprint—how you envision the business running, what success looks like in every role, and how tasks should be executed.
Creating this early on gives everyone clarity and direction. It’s also a helpful onboarding tool as you scale. It empowers your team to self-correct, reference systems, and suggest improvements. That’s right—when your SOP is collaborative, your business becomes smarter over time. Just make sure to update it regularly. A static SOP is a missed opportunity.
As someone who’s building with long-term scalability in mind, I view the SOP as more than just documentation—it’s a living map of how excellence is achieved in your business.
Stay Connected Without Micromanaging
Here are a few tips to ensure you always know what’s happening on your team—without breathing down their necks:
- Weekly Check-ins: Set a recurring time to connect. These can be short but intentional. Ask about blockers, wins, and ideas.
- Project Management Tools: Tools like Asana, Trello, or ClickUp give you visibility into progress without constant pings or status updates.
- Clear Metrics: Define KPIs for each role. What does success look like in 30 days? In 90? Having this in place removes ambiguity.
- Open Door Policy: Be accessible. When your team knows they can come to you with questions or concerns, you reduce guesswork and build trust.
Know Your People
One of the most powerful leadership lessons I’ve learned in my own journey? Get to know the people working for you.
This lesson was deeply ingrained in me during my time building HealthHires, thanks to my co-founder and COO, Dr. Raynetta Stansil. A powerhouse in her own right—with more acronyms and credentials than I can count—she brought more than brilliance to the table. She brought emotional intelligence and helped balance me out.
Which is also why I value her to this day. I’ve made it a point to always surround myself with people I value, who elevate me, and who I can learn from—because it’s no fun being the “best” in the room. You need real relationships and people you can count on to check you, challenge you, and remind you of who you are. That balance? It’s everything.
Raynetta taught me the importance of understanding appreciation styles in business. Everyone wants to feel valued—but not everyone receives appreciation the same way. Some thrive with public praise. Others would prefer a simple, private acknowledgment. Understanding this helps you lead with intention and respect.
Ask your team:
- How do they prefer to be acknowledged when they do something right?
- Do they enjoy public shoutouts, a company-wide email, or a quiet one-on-one thank you?
- Are they motivated by deadlines or creative freedom?
Understanding their style isn’t just a nice-to-have—it’s a leadership strategy. Because when people feel seen, they feel valued. And valued team members often become your most loyal advocates.
This approach becomes your edge. In an industry where burnout is common, a culture rooted in personal connection stands out.
Culture Starts Small—But Grows Big
This kind of leadership is easier to implement with a small team, but it’s also how you scale a healthy culture. The tone you set now becomes the rhythm of your company later. Prioritize collaboration. Invest in people. Recognize effort. Your team becomes your brand’s biggest advocates.
One thing I’ve seen consistently? When you invest in the people who work with you, they become invested in the vision. That exchange is what makes startup cultures powerful.
And remember: most people don’t leave jobs—they leave leaders. So invest in becoming one they’ll want to stay with.
When You’re New to Leadership…
Leadership doesn’t always come naturally—and that’s okay. If you’re still learning, don’t let that stop you. Invest in leadership training, even if it’s not a fancy course. Read books. Watch videos. Ask for mentorship. Reach out to people whose leadership style you admire and ask them questions.
If money’s tight (been there!), start with something simple: ask your peers what worked for them. Learn from those around you. Founders find a way—and leadership is just another skill you can grow into.
There are also great platforms out there to help you build your skills, like Udemy, where you can take affordable leadership courses and even learn directly from instructors who go live. You’ll also find amazing options on Coursera, LinkedIn Learning, and edX—platforms that offer high-quality education in digestible formats. And don’t sleep on YouTube; some of the most insightful talks on emotional intelligence, team communication, and leadership presence are completely free.
Even if you can’t invest money just yet, invest time. Leadership is the art of learning yourself so you can better lead others.
Leadership built on trust, clarity, and collaboration isn’t just good for your team—it’s good for your business. You don’t have to know everything, do everything, or lead perfectly. You just have to lead with intention.
Let that be your foundation.
If you’re looking for tools and resources to build stronger systems, lead better, and scale smarter, visit my Business Essentials Directory —I’ve curated everything in one place for fellow founders and future leaders.
And for more stories like Nichole Healey’s, make sure to follow Authentic Ambitions—our platform and show dedicated to sharing founder journeys, lessons from the trenches, and the real moments behind the titles. Whether you’re pivoting, building, or dreaming something bold into reality, Authentic Ambitions is here to inspire your next step.
Connect with Nichole Healey & MAE:
📍 Website: www.meet-mae.com
📍 Instagram: @maememorymanager
📍 LinkedIn: Nichole Healy
