Tips to Reduce Micromanagement

‼️Stop being a micromanager‼️ That's what I found myself wanting to shout during a meeting with a former leader. As I was giving a project update, he couldn't help but chime in with his "suggestions" on how I should be managing the project. His constant input at every meeting was driving me up the wall! I soon realized that I needed to make some changes - both in terms of building his trust in my ability to deliver, and in terms of setting boundaries on how I prefer to work. Here's what I did: 1️⃣ Clarified expectations: My first step was to get clarity on exactly what was expected of me. I wanted to fully understand WHAT I was supposed to deliver and by WHEN. 2️⃣ Requested autonomy: I asked to be given the freedom to determine HOW to deliver on the project. I was open to intervention if things were going off track, but otherwise, I wanted to be the one in charge of managing the project. 3️⃣ Provided regular updates: I made it a point to share updates on the project at a frequency we both agreed upon. 4️⃣ Made choiceful requests for help: I only asked for assistance when it was absolutely necessary, and I was very clear about the type of help I needed. This was to ensure he didn't feel the need to micromanage. 5️⃣ Asked for feedback at project's end: Once the project was wrapped up, I requested feedback. If you are working for a micromanager, save this post and give these tips a try. You got this! 💪 Do you have other tips on what to do if you work for a micromanager? Share them in the comments below.

“I’m not micromanaging, I’m being intentional.” I had a boss who used to say this all the time when the team confronted their micromanaging behavior. I remember looking up the definition of “intentional” to see how it was actually defined by Merriam-Webster because so many of us felt stifled, controlled, and resentful. Intentional leaders can help us maintain a positive mindset, reach goals, experience more clarity, and be more present. They can also increase our focus and commitment and bring more purpose and meaning to our lives. The transition from micromanaging to being intentional involves trust-building, delegation, and encouraging autonomy while maintaining accountability. Here are ways leaders can stop micromanaging: 1. Foster Trust and Autonomy ➡ Encourage employees to take ownership of their tasks and decisions. This empowerment builds their confidence and demonstrates trust in their abilities. ➡ Clearly communicate the outcomes you expect but allow employees to determine how they achieve these results. This approach gives them the freedom to use their skills and creativity. 2. Improve Communication ➡ Offer feedback that focuses on improvement and learning, rather than criticism. This helps in building a supportive environment that values growth. ➡ Create channels for two-way communication, where employees feel comfortable sharing ideas and concerns. This openness can lead to more collaborative problem-solving and innovation. 3. Delegate Effectively ➡ Delegate tasks based on employees’ strengths and areas for growth. This not only ensures task suitability but also aids in their professional development. ➡ Implement a system of regular check-ins rather than constant oversight. This approach balances accountability with autonomy, allowing leaders to monitor progress without overbearing supervision. 5. Cultivate a Positive Company Culture ➡ Encourage teamwork and peer support, fostering a culture where employees can rely on one another, reducing the dependency on constant supervision. ➡ Acknowledge individual and team achievements openly. Recognition reinforces positive behaviors and outcomes, motivating employees and reinforcing trust. 6. Self-Reflection and Seeking Feedback ➡ Regularly assess your management approach and be open to change. Self-awareness is key to understanding the impact of your actions on your team. ➡ Invite feedback from your team about your leadership style and their work environment. This can provide valuable insights into how you can support them better without micromanaging. By implementing these strategies, leaders can create an environment that values independence, fosters professional growth, and builds a strong foundation of trust and respect. Transitioning away from micromanagement to intentional leadership not only enhances employee satisfaction and engagement but also drives innovation and success for the organization. #leadership #micromanaging Happy Friday, friends! ❤️

Micromanaging is the killer of productivity, morale, and creativity—all of the great things you see in highly effective teams. How do I know? I've been micromanaged... and I've been a micromanager. I was a product of my environment. I managed how I was always managed. It took years and a lot of self-reflection to shift my approach. And while I'm still not perfect and sometimes slip into my old ways, I have created mechanisms to help squash my old habits when I see them creeping up. A few things I have done: - I empower those around me to feel safe to solve problems. Even if mistakes are made, that's okay. We learn from it and get better together. - I make sure we are all aligned on our goals, and what success looks like. - I have various reports that give me a quick snapshot into what's happening in my org and mechanisms that flag risk early. - I have a regular cadence of conversations with my teams where they flag any roadblocks they may have that could prevent successful execution. - We are all accountable to deliver on our goals. We may not hit them all, but we should always be learning when we fall short. - I have a golden rule, help me never be surprised by the important things (as much as possible). Flag things early and often. What are some things that you've seen done to help mitigate micromanagement?

9/10 'micromanagers' come up as the biggest pet peeve in management styles (and for good reason). Listen, I've interviewed a LOT of people in my time - and this is THE 1 thing people can't stand in their managers... So, if you find yourself in the unfortunate place of currently being micromanaged at your job, here's my advice. 1️⃣ Take a moment to reflect on the situation. Ask yourself if your manager's behaviour is genuinely micromanagement or if there might be valid reasons for their involvement. Ensure you're being objective and consider if any changes in your performance or behavior could have triggered this. 2️⃣ If not - it's time to approach your manager for an open and honest conversation. Express your desire to perform at your best and your commitment to the team's success. But also share your concerns about feeling micromanaged and ask for specific examples or feedback on improving your work to meet their expectations. 3️⃣ During your conversation, ask your manager to clarify their expectations. Clear guidelines and objectives for your tasks and projects will help you understand what they want. You also want to come up with ways to increase trust and autonomy in your work, so suggest regular check-ins or progress updates so your manager feels informed without needing constant intervention. Listen, it's never fun dealing with a micromanaging leader. You're an adult; you've been employed to do a job you can do, and now you just wanna be able to do it, right? So in short... 👉 Have an honest conversation. 👉 Clarify the expectations. 👉 Build that trust and show your project management skills. And the next time you interview for a role, make sure you enquire about their management style and whether that suits how you work. 👏

Are you a micromanager? Did you answer yes? Earlier this week, I provided advice to your employees, today is for you. I want to clarify. I am not talking about inspecting your team's work or providing feedback and/or suggestions. I am talking to the manager that criticizes the work product just because it wasn't done their way. The manager that hovers and makes their employees feel insecure and untrusted. If you suspect (or celebrate) that this is you, here are a few questions to ask yourself: 1. What drives me to micromanage? Is it fear of failure, lack of trust, or a need for control? 2. Am I open to learning from my team members and trusting their expertise? 3. How do my micromanaging tendencies affect my team members' morale and productivity? 4. How do I respond when my team members make mistakes? Do I view them as learning opportunities or react negatively? 5. How do I feel when someone tries to micromanage me? Does it hinder my own productivity and creativity? Self-reflection is an important step toward personal growth and becoming a more effective leader. Be honest with yourself and open to making positive changes. If you want to dig deeper into the topic and want a partner on your leadership journey, message me for a live chat. I would love to work with you. #movetheconversation #micromanagement #leadership #leadershipdevelopment #coaching