How to solve a problem like MICROMANAGEMENT?
No one wants to do it, but how do we stop ourselves from falling into the micromanagement trap?
If I were to be call you a Micro-manager it is probable you would be offended by my saying so. But, what if it was a complement?
In my world, micromanaging people is a sign of a really good leader! Yes, it is a good thing. For one reason - it is a signal that the person cares. They care deeply about the work, the outcome, and the success of their team. The problem is that their eagerness to succeed is expressed in a funky way that isn't fun and doesn't help with results.
Ron Ashken, Consultant and author of multiple leadership books, says there are two main unconscious reasons why people micro-manage:
Managers worry about being disconnected - no longer being at the pointy end of tasks and projects, they crave reports, data, and feedback about 'whats going on'.
Managers stay in familiar operational territory - letting go of the comfortable 'task focus' and becoming accustom to a 'strategic focus' is tough. Especially, for high performers that get promoted because they did the operational stuff really well!
With this in mind, it becomes easier to tackle the problem of micro-management habits. Firstly, Admit it! By acknowledging that you do it, you are able to target examples and triggers. The hard part is finding alternative behaviours. Some good options are to ask people in your company/industry that are seasoned leaders and ask how they avoid the micro-management trap. Another option is to re-define your job, and the key ways you do this. One recent conversation I had with a client was to define their job as:
Leading the team to get the job done - put your own needs aside and drive the ship to the destination.
Communicate to all stakeholders - keep everyone else informed so they can do a great job. Receive info purely so you can make good decisions. This is the reason to communicate frequently.
Increase capability - developing the team on the job in real time so they can take more responsibility and become more autonomous.
I thought this would be helpful to get yourself started. Your list may look different to this, and wherever you land, this focus will be helpful to avoid falling into the micromanagement trap every again. Your care and want for team success will be clear and productive, as well as promote a safe and enjoyable workplace - especially for remote and dispersed teams!
