Most always, the stories we hear of micro-managers are negative. Actually, I cannot think of one positive reference to a micro-manager. No one enjoys being managed this way. Have you ever thought about your own management practices. When was the last time you ran a checklist to insure you were not becoming a micro-manager?
Micro-managers, without knowing it, degrade the creativity and productivity of team members, employees, or volunteers. Below are eight characteristics of a micro-manager. Which of these characteristics have you adopted or are you flirting with?
Being never quite satisfied with results – Instead of trying to find fault or a “better way”, ask questions, seek out how the team (or member) arrived at their conclusion. What steps were taken? What possibilities were surfaced? What obstacles were faced and how were obstacles overcome?
Feeling frustrated because you would have done the task differently. I learned early on in my leadership life that not everyone has the same thought processes as me. Not everyone will approach an assignment the same way as I would. That does not make me right or them wrong. Therefore, I must pull back and allow them to work to the effective solution their own way. As long as the results are effectively fulfilling the desires of the project, then all is well.
Focusing on perfection to the detriment of completion and productivity. Perfectionism is over-rated. It may sometimes be okay to be articulate, but perfectionism rarely wins the day. I am not perfect, neither are you, nor is anyone. Assist people in becoming and doing the best they are capable of. Perfectionism will then take a backseat to a much more fruitful outcome.
Continuously monitoring employee progress each day at every turn of the project. No one, not even you, likes someone looking over your shoulder. Give people the freedom to work through the various steps of a project. It is okay and helpful to check in occasionally inquiring if your assistance is needed.
Not communicating the big picture, ensuring employees can’t do too much on their own. Communicate the big picture of what lies ahead but leave the details of driving to those who will be in the driver’s seat for implementing the project. See post “Being a Debate Baker” on this site. Like a good GPS, you can be available to give direction when needed or advise of impending obstacles. A good GPs otherwise is quiet, ready to give assistance.
Constantly criticizing how everyone works. This usually comes from someone who is afraid of his/her own shortcomings being “found-out.” Overly criticizing only weakens a team or member undermining morale and creativity.
Believing that no one else can do their job as good as the boss can. Someone else is there to complete the job because you could not on your own. Do not try to always be the smartest person in the room.
Not getting input from the team. Getting input from your team is not weakness. Instead, it is a wise leader who builds trust, accountability, and ownership in every team member through their input.
Conduct a self-inventory using the eight characteristics above. Determine working on which ones needed to improve your leadership and your organization’s fruitfulness.
George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.