As a Leader, are you Managing Enough?
Tara-Lee Goerlitz
Stop wasting time on manager performance issues and focus on high-impact, strategic activities. #MeasurableROI.
Did you know that if you're not occasionally accused of micromanaging your team, you might not be managing them enough? I know it sounds a bit counterintuitive, right?
When I talk to leaders, many proudly say they focus on hiring good people they can trust to do their jobs well. And sure, when you have great people, it feels like you shouldn't need to manage them closely. This should free up your time to focus on bigger-picture tasks and strategic goals.?
Sound familiar?
While trust is essential, this hands-off perspective can cause leaders to veer too far toward what we call under management. The truth is that every team member—no matter how talented—needs management, guidance, and support to thrive.
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Why Effective Management is Crucial for Every Team Member
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Think about it. The best athletes in the world, at the very top of their game, all invest heavily in managers and coaches. Even though they are experts in their craft, they understand that guidance is crucial to maintaining and growing their performance. So why should your team be any different?
It’s common to think that if you’ve hired the right people, you can let them take full ownership of their tasks without much input. However, even the most capable employees benefit from leadership. This doesn't mean micromanaging, but it does mean providing the right amount of support to keep them on track, motivated, and continuously growing.
Let’s face it—management gets a bad rap sometimes. It can feel like a burden or like you're stepping on toes. But effective management isn’t about punishment or micromanaging. It’s about providing direction, setting expectations, and giving your team the tools they need to be successful. Your employees need you to help them stay aligned with the company's mission, solve problems, and grow in their roles.
Many companies suffer more from under-management than micro-management. While micro-management stifles creativity, under-management leaves employees feeling unsupported and directionless. Neither extreme is healthy for a thriving workplace.
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Four Critical Areas of Management that Make All the Difference
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So, what does good management look like? To understand how to manage well, we can turn to Patrick Lencioni, author of The Five Dysfunctions of a Team . In his book The Motive , Lencioni emphasizes that leading well isn’t about avoiding discomfort but ensuring you’re involved enough to help your team thrive. He highlights four key areas that every manager should focus on:
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1. Priorities
As a leader, you're responsible for setting the direction and vision for your team’s work. Your employees must know the priorities?to?align their efforts with the organization's?goals. Without clear priorities, your team might focus on tasks that don’t add value or move the needle. It's your job to communicate what matters most so they can focus their energy in the right areas.
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2. Clarity
Once priorities are set, clarity is critical. Your team members need to understand how their work fits into the larger picture and how their roles are interconnected with others. If people don’t see how their efforts contribute to the organization's success, they might feel disconnected and unmotivated. It’s up to you to ensure everyone understands the bigger picture and their part.
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3. Problem Solving
Problems will always arise—that’s a given. But if you’re not tuned in to what your team is working on, you won’t be able to help solve issues before they escalate. Leaders need to be aware of potential obstacles and offer solutions. It’s not about doing the work for your team but helping them navigate challenges effectively.
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4. Coaching
Finally, one of the most critical aspects of leadership is coaching. Supporting your team’s behavioural and professional growth is key to their success—and the company. As a manager, you guide and mentor your employees, helping them improve their skills and develop in their roles. This is about more than just hitting targets; it’s about investing in your people’s long-term growth and success.
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Striking the Right Balance: Three Steps to Ensure You’re Managing Effectively
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So, how can you make sure you’re managing enough without tipping over into micromanagement? It’s all about finding that sweet spot between trust and guidance. Here are three easy steps to help you strike the right balance:
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1. Ask Yourself: Am I Aware of What’s Happening with Each Team Member?
Take a step back and reflect. Are you indeed in tune with what each of your team members is working on? Do you know their current challenges, their progress, and their wins? If the answer is no, you may need to get in touch more. Awareness of what’s happening on your team isn’t micromanagement—it’s effective leadership. Ensure you have a clear sense of what’s going on to provide guidance when necessary.
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2. Check in Regularly
Curiosity is critical here. Make a point to check in with your team members regularly. Ask them about their current projects, feelings about their work, and challenges. These conversations are a goldmine for uncovering areas where you can support or remove obstacles. You may be surprised at what surfaces when you take the time to ask thoughtful, open-ended questions.
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3. Celebrate Wins and Have Courageous Conversations
Don’t underestimate the power of celebrating your team’s successes. Acknowledging wins, big or small, is a great way to keep morale high and reinforce positive behaviour. On the flip side, if you notice gaps in performance or behaviour, don’t shy away from having courageous conversations. It’s your responsibility to offer feedback and help your team grow—these conversations, while uncomfortable, are essential for development.
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Redefining Management: A Benefit, not a Burden
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Management shouldn’t be viewed as a burden but as a benefit. It’s not about controlling every detail but offering trust, support, and direction. Your team needs you to guide them, help them solve problems, and push them toward growth.
So, the next time you worry about micromanaging, remember that if you’re not managing enough, you’re not giving your team the support they need to thrive.
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