A series on Leadership lessons from the book: The Prophet by Khalil Gibran
Kahlil Gibran’s The Prophet speaks to autonomy, responsibility, love, and meaning. This series explores its timeless wisdom through a leadership lens, offering reflection for those building cultures that value both performance and humanity.
In the passages on children, there is a depth of understanding we can garner about parenting. Looking at this passage through a leadership lens, it helps us think about micromanagement.
Kahlil Gibran wrote in The Prophet:
“Your children are not your children.
They are the sons and daughters of Life’s longing for itself.
They come through you but not from you,
And though they are with you yet they belong not to you.”
Control Is Not Commitment
Many leaders believe they “own” their people in subtle ways. Not literally, of course, but psychologically.
They feel entitled to loyalty.
They expect availability.
They assume long tenure as proof of good leadership.
When an employee leaves, it feels personal. When someone outgrows a role, it feels threatening. Gibran reminds us that children come through us, not from us. People come into organizations to grow and contribute.
Micromanagement: Fear Wearing a Mask
Micromanagement often gets explained as high standards, accountability, or attention to detail. But beneath it is usually fear:
- Fear of mistakes
- Fear of being outperformed
- Fear of losing relevance or control
Studies show that micromanagement often stems from leaders’ fear, whether fear of failure, loss of control, or insecurity. It shows that these fear-driven behaviors negatively affect trust, performance, and employee commitment. MDPI When leaders hover, correct too quickly, or insist on being involved in every decision, they send a clear message. I don’t trust you. Over time, that message erodes confidence, autonomy, and creativity.
Growth Requires Space
Gibran writes:
“You may give them your love but not your thoughts,
For they have their own thoughts.”
Translated into leadership language: you can offer guidance, support, and care, but you cannot think, decide, or grow for someone.
People need space to:
- Experiment and fail
- Make decisions and live with consequences
- Develop judgment, not just follow direction
Leaders who create this space gain capability which the people and the organization benefit from.
Coaching Cultures Develop People
Coaching cultures assume that people are capable of growth beyond their current role. They prioritize questions over instructions and development over dependence.
Instead of asking, “How do I keep this person?”
They ask, “How do I prepare them for what’s next, even if it’s not here?”
This mindset builds trust, loyalty, and engagement in the present, even when the future includes departure. Ironically, the leaders most willing to let people go are often the ones people are most reluctant to leave.
Succession Planning Is Love Without Possession
Strong leaders plan for their absence.
- They develop successors
- They share visibility
- They don’t hoard information or relationships
Succession planning is about continuity. It acknowledges that leadership is temporary, but impact can be lasting. When leaders cling too tightly, they create fragility. When they invest in others, they create resilience.
Control Kills Innovation
Innovation requires risk. Risk requires trust.
When employees feel controlled:
- They stop offering ideas
- They wait for permission
- They choose safety over creativity
When they feel trusted:
- They take initiative
- They challenge assumptions
- They build something bigger than the leader’s original vision
Great leaders build people who can lead.
A Question for Leaders
Before your next interaction ask yourself:
- Am I guiding or controlling?
- Do I want loyalty or do I want growth?
- Am I creating conditions for people to stay small so I can feel secure?
As Gibran reminds us, those entrusted to us do not belong to us. They pass through our leadership for a season. The measure of leadership is not how long people stay, but how much they grow while they are with us.
HG People 
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