Manage the Manager: How to Lead Leaders

The traditional top-down management model is evolving. Increasingly, organizations are recognizing the power of empowered managers who lead with autonomy. But how do you effectively "manage the manager" in this new paradigm? The key lies in shifting from a directive approach to one focused on guidance, support, and trust.

Leading Leaders, Not Controlling Them

The goal is to cultivate leadership in your managers, not to micromanage them. This means:

• Clear Expectations and Goals:?Define overarching objectives and key performance indicators (KPIs), but allow managers the flexibility to develop their own strategies for achieving them.
• Providing Resources and Support:?Ensure managers have the tools, training, and resources they need to succeed. Be a mentor and coach, offering guidance and advice when needed.
• Fostering a Culture of Trust:?Create a safe space for managers to take risks, make decisions, and learn from their mistakes.?Trust them to lead their teams effectively.??

The Pitfalls of Micromanagement

Micromanagement stifles creativity, demotivates teams, and ultimately hinders productivity. It signals a lack of trust in your managers' abilities.?Signs you might be micromanaging include:??

• Constant oversight:?Requiring frequent updates on minor tasks.??
• Second-guessing decisions:?Overturning decisions without clear justification.??
• Insisting on your way:?Dictating specific methods instead of focusing on outcomes.

When Micromanagement is Necessary (and How to Do it Right)

There are rare instances where closer monitoring might be necessary, such as with a new manager or during a critical project. However, even then, focus on:

• Collaborative problem-solving:?Work together to identify challenges and solutions.??
• Skill development:?Provide specific feedback and coaching to improve performance.??
• Gradual autonomy:?Increase independence as the manager demonstrates competence.

The Bottom Line:

Managing managers is about empowering them to be leaders. By fostering autonomy, providing support, and cultivating trust, you can create a culture of leadership that drives organizational success.