Having worked at a few places in my career now, I've found two dominant styles of management. Either you trust your team, listen to their "excuses", and try to

Having worked at a few places in my career now, I've found two dominant styles of management. Either you trust your team, listen to their "excuses", and try to help them unblock themselves (and come up with learnings to increase future velocity), or you _don't_ trust your team and constantly hold the stick above their heads. The former style lends itself to cautious team growth and views each employee as having a valuable skillset, emphasizing low churn. The latter seems to engender a hypergrowth strategy, where employees are seen as "resources" rather than important cornerstones of the company. Consider the following. Asking for help ends up blocking other employees _also_ laboring under their own deadlines, which incentivizes most employees to ignore requests for help.