Originally published April 2020. Updated November 19, 2025

By Laura Capell-Abra, Founder of Alpha Lupa

In times of uncertainty, our instinct is to cling to control. But as any manager knows, not everything is within our grasp. The art lies in knowing the difference between what we can control, what we can influence, and what we must accept.

Control in modern work

Control provides safety and clarity, yet overcontrol creates burnout. The key is to focus on what truly matters. You cannot manage global shifts, but you can manage how your team responds to them.

The need for control is wired into human psychology. 

When people feel they have agency – even over small things – stress levels drop and cognitive performance increases. Conversely, when everything feels outside their control, motivation and problem-solving collapse. 

For managers, modelling healthy control is essential: focus on what can be influenced, give clarity around priorities, and empower others to make decisions. That sense of shared control stabilises teams through uncertainty.

Create three circles with your team:

• Control: What is directly within our power?
  
• Influence: Where can we make an impact indirectly?
  
• Accept: What must we acknowledge and release?
  

Refocusing your attention this way builds calm and clarity.

Using the Lupa Lens: Plan

In the Plan phase of the LUPA Method, managers learn to navigate with intention. True control is about direction, not domination. It is about aligning actions with purpose and ensuring clarity in delegation.

A reflection for 2025

With constant change and AI acceleration, many managers feel like they are steering a ship in rough waters. The ones who thrive are those who centre themselves first, then steer with empathy and adaptability. Control starts within.

Ready to help your managers regain clarity and focus?

Explore The Trust Advantage and The Productivity Paradox, Academy modules designed to help managers build trust, delegate effectively and focus on impact.