Are your insecurities showing up through micromanagement?
Kate Davis
National Coach of the Year | Founder, Meraki People | Leadership, People & Culture | Board Development | Business Leader Forum Facilitator | IoD Surrey Vice Chair & Ambassador for Talent and Leadership Development
Did you know that 80% of people who leave jobs do so because of a clash within the team?
And that micromanagement is usually high on the list of factors?
Are you guilty? Do you give your team the brief, but can't help just popping in to make sure everything's ticking along OK?
Do you miss the day to day grind now you're focused on leading the team instead?
Or are you worried that the team might not do it quite like you do? Are you worried that your high standards might slip, and you might disappoint a client?
In the current climate there's no room for mistakes. Budgets are being squeezed, you need to deliver, on time and retain the clients you do have.
You need to deliver 100%, and the experience needs to be knock-their-socks-off, or ... you don't get the gig again.
So you'd be forgiven for wanting to sometimes stick your fingers in a pie or two.
Quality control.
But I'd invite you to dig deeper than that. Is it that you're feeling like you are missing out on the buzz, or that deep down you are worried your team aren't quite nailing it?
Would you like to give them more autonomy but you're worried they don't have the skillset - but when are you going to have the time to upskill?
If you find yourself micromanaging - take a breath.
Think about WHY you feel you need to step in, and how that's being seen on the other side of you.
Are you genuinely helping, or do your team feel undermined and that you don't trust them?
I'd invite you to consider:
Or do you need to go and sit on your hands?
A great leader will challenge and support their team in equal measure. That way liberation lies.
#Micromanagement #Leadership #TeamDynamics
Digital Nomad . Consultancy . Tech developer . Pharmacist . Muslim
3 个月Thanks for sharing would like to share my offering after many years of witnessing and challenging micromanagers everywhere ! Micromanager Anonymous https://amzn.to/4fOjKSd
Chief Dreams Officer | SailChecker.com | #theartofcharter
3 个月The colleague will say they were micro managed, the manager will say they have governance responsibilities. There we always be this tension in every working relationship. Who's to blame? Can often be one or the other, sometimes both. The better model to consider is the situational leadership model. At the start people crave micro management, like at someones home for the first time, you want to be told to take your shoes off if that's the home owners policy. If you're still being asked 4 or 5 visits later, you might get irritated. The idea is that over time you move through stages, from being micro managed, to complete autonomy. But here's the thing, it's situational, you can be at different stages for different matters. In conclusion, it's much more complex than simply whether or not a manager micro manages too much, that reach down should be spotted by the next layer of management, but the context and situations involved.
Interim Sales Director, Engineering Business Mentor, Capital Equipment specialist, Battery Tech EV & Mobility, Car enthusiast!
3 个月this is excellent Kate! You clearly illustrate one of the greatest challenges for any leader - delegation, the 'it'll only be done properly if i do it myself' syndrome. Some brilliant points well made, as well as some useful actions to consider