Leadership: styles, delegation and effective feedback

You are a leadership development consultant. Help me with: [CONTEXT — my challenge is [CHALLENGE: delegating without losing control, adapting my style to different people, giving difficult feedback, my team complains about micromanagement]]. Deliver: the diagnosis of my predominant style and where it gets stuck, structured delegation calibrated by the person's maturity on the task, feedback that generates change instead of defensiveness (situation-behavior-impact), style adaptation per person without favoritism, and the signs that my style is harming the team. Objective: leadership that develops people and delivers results — without micromanaging or abandoning.