By Dr. Shanda Gore
Each day there are pressures to become more efficient, especially in fast-paced organizations.
However, efficiency should not equate to having to feel the leader has to be in more control. This lends to a difference between a micromanager and an engaged leader.
Having an effective PinLeader™ framework means having the attributes to be sharp, staying straight on plan with the ability to pivot, and having strength of character.
Attempting to be involved in every detail, though often done with good intentions, negatively impacts both the employees and the overall culture of the organization.
PinLeader mindset involves thinking on a macro strategic level, leading by encouraging, inspiring, and lifting team members. Micromanaging, on the other hand, can be suffocating and lead to doubts and actually stifle innovation. However, let’s look at what micromanaging is, why it occurs, and how it can be avoided.
Micromanaging is when a leader closely monitors and controls the actions of their employees or teams, often providing negative feedback through scrutinizing the details and decisions made by those team members.
Although monitoring seems like part of good management practices, the difference here is that micromanaging includes extreme actions that stifle the team’s ability to be creative, innovative, and think in a way of autonomy.
How Do Leaders Fall into the Micromanager Trap?
Fear of Failure: When leaders feel the pressure to be efficient and think that if they don’t control the details, they will fail their organization if something goes wrong.
Lack of Trust: When leaders do not have confidence that employees can perform the tasks correctly.
Other Pressures: When leaders feel the heat from either their own bosses or an external circumstance to meet or exceed expectation resulting in exerting more control believing the behavior will drive more positive results.
The Signs and Symptoms of a Micromanaged Environment
Like a cold, micromanaging is detrimental to the health of a culture by:
Reducing Team Morale: The relentless second guessing of decisions made by team members also creates a climate of being undervalued and untrusted, leading to potential disengagement and frustrations.
Decreasing Efficiency and Productivity: Team members spend more time reporting what they do than doing the work. Teams with a strong sense of shared purpose and values have a 17% increase in performance compared to teams without a strong sense of purpose and values. (source: Harvard Business Review).
Stifling Creativity and Innovation: There is not enough confidence among team members to try something new because they don’t have the opportunity to suggest new ideas or other potential solutions. The team is fearful of trying something new.
Spurring Higher Turnover Rates: Who wants to work in a place that is overly controlling and full of fear of making a mistake. Teams that feel valued stick together.
Fostering Manager Burnout: Managers who micromanage take on too much responsibility, leading to stress and burnout.
How to Overcome Micromanaging: PinLeader Way
Build Trust: PinLeader mindset revolves around relationships built on trust. Trust your team’s abilities and give them the space to prove themselves. Start with small tasks and gradually delegate more significant responsibilities.
Encourage Autonomy: PinLeader pathway means leaders having the strength of character coupled with confidence in their abilities. This strength allows their teams to feel the confidence to make decision and address challenges without scrutiny.
Focus on Results, Not Processes: PinLeader mindset exhibits through leaders who know the difference between managing and leading concentrating on the outcomes rather than the exact way tasks are completed. As long as the goals are met, different approaches should be welcomed.
Communicate Clearly: PinLeader approach demonstrates itself through leaders who are straight with their planning, setting clear expectations and providing necessary resources and support. Regular check-ins can ensure alignment without the need for constant oversight.
Develop Leadership Skills: PinLeader pathway means leaders who stay sharp with their education and experience. Invest in leadership training that emphasizes delegation, trust-building, and empowering others.
Seek Feedback: PinLeader approach encourages open communication where employees can share their experiences and suggestions on how management practices can improve.
Conclusion
PinLeader mindset is demonstrated in leaders who are self-aware and know the beginning signs of micromanaging. They help lead the organization to growth by encouraging and inspiring their teams and not controlling them.
Remember, great leaders embrace PinLeader pathways. They inspire and empower—they don’t micromanage.
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