Sometimes leaders, seeing a staff member about to make a mistake, jump in to save them. While their rescue mission may be successful in the short term, there are some possible downsides. The staff member may not understand their error and has no opportunity to learn when the leader steps in. The staff member may even come to resent the leader for preventing them from implementing their plan.
Instead of taking control, a better approach would be to question the person about their plan and steer them toward seeing the warning flags. Ask them to clarify their implementation plan, question their budget assumptions, and inquire who in the organization is on board with their ideas. These questions may help them recognize issues they may have overlooked. Keep in mind, however, that some things are unknowable until you dive in. Ultimately you may not be able to alter their plan. In that case, unless something awful could happen, I recommend leaders just let them do it (and keep a contingency plan in their back pocket).
Whether they succeed or not, staff members are more likely to learn than if they are protected from mistakes. Growth, as many have come to understand, often comes from struggle, learning from failure, and finding one’s own path rather than being “saved” from one’s own missteps.
When people make their own decisions and act on them — even if they don’t work out — they build confidence in their ability to learn and grow. It helps them become more self-reliant and willing to tackle difficult situations because they know they can learn from mistakes as well as from successes.
I can imagine this approach working in other relationships — with friends, spouses, and children. When the urge to step in strikes, step aside instead (as long as the consequences aren’t too dire) and let the learning commence.