Have you ever experienced a micro manager? Maybe you’ve called them something else.
A control freak, a meddler, or a person who can’t let go.
How do you like working for or with people like that?
You don’t and neither does anyone else.
Are you a micro manager?
Don’t be so quick to answer; because very few people who do it, think they are doing it.
While I don’t know if you suffer from this affliction or habit, I’m going to go on the assumption that you might at least lean that way on occasion. Even if you think that isn’t you, read on.
Micro management is a major sap of energy and engagement. It keeps people from learning, and it is a barrier to accountability. It is a pariah and certainly not a leadership behavior to aspire to.
How do we get rid of it?
Start by getting over yourself. If you are micromanaging, in large part it is about you and your ego.
You think you are the only one who can do it right. You think you can’t trust others. You think that you are indispensable.
If you truly don’t feel anyone is ready to take the task, don’t delegate it. If you don’t feel you can trust anyone with it, don’t delegate it. Because if you can’t let it go, you will likely micromanage; spend as much time (mental and actual) as you would have if you did it yourself, and contribute to the disengagement of others at the same time.
If you are going to delegate it, get over yourself and let it go.
And . . . you want the task done effectively, right?
So give people clear expectations. Give them boundaries to help guide them. Offer your assistance and support, then let them do it.
No one ever yearns for a micromanager as a boss, so make it your goal to not be one.
Change your perspective, change your habits, get over yourself, and let it go.
Don’t just nod your head, take action. Even if you don’t think you micromanage, take these steps anyway.
When you do you will be less stressed and more effective.