“Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity.”
George S. Patton
If you’ve ever been in the position of working under a micromanaging boss, you know how frustrating and stifling that experience can be.
Think about it…have you ever heard someone say, “I’m so glad my supervisor dictates my every move.”
Have you ever said those words yourself?
Probably not. Why?
Well aside from simply being annoying, a micromanaging leader does not allow their team members the freedom and space to be creative and use their individual skill sets to the fullest capacity. It creates an environment of distrust.
If you are a leader managing a team, chances are you have micromanaged your team at one point or another. This isn’t a judgment or an accusation; simply an acknowledgment that micromanagement is an easy habit to fall into.
HOWEVER, acknowledging that we’ve all micromanaged our teams is not an excuse to continue this behavior. In my recent blog post, Why Your Micromanagement Habit Is Hurting Your Team, I dive into the reasons why you as a leader need to find a different approach.
Now, I know what you are probably thinking:
“I understand that I shouldn’t micromanage my team, but HOW do I change these habits?”
Here are a few tactical behavior tips to get you started:
- Identify & Communicate Team Goals
Make sure your team knows and understands the overall goal and direction for their work. What outcomes are you hoping to see? What does success look like? Taking time to make sure each member has clarity on the overall direction will equip them to work productively without needing a ton of management. - Give Your Team Decision Making Authority
It’s important for your team members to have the liberty to make decisions that apply to their day-to-day job description. Identify the parameters tasks with which they are allowed to make decisions and then support the decisions they make. - Identify Areas for Support
Your team members won’t need help with everything (i.e micromanagement) but they will need help in some areas in order to be successful in reaching their overall goals. Identify the areas in which they will need additional support and create a plan for providing that support.
Important Note: This support does not necessarily have to come from you. It may come in the form of professional development workshops or collaborative teams. - Celebrate Progress
In order to celebrate progress you must first be measuring progress. Identify the benchmarks you plan to measure and when those goals are met (whether by individual team members or the group as a whole) don’t let those moments pass by unacknowledged. Taking time to “celebrate the win” can go a long way in boosting team morale and confidence. - Take Time To Collectively Reflect
Provide a space in which your team members can come together to reflect on their work. The environment should be a safe and encouraging place in which individuals feel comfortable sharing both their wins, opportunities for growth, and the lessons they’ve learned through both. This allows your team members to take greater ownership of their own growth and allows you as a leader to support them in their journey rather than direct their journey.
If you’ve gotten in a habit of micromanaging your team, it’s time to change your pattern. Choose one of the practices listed above and start implementing. Once you’ve successfully integrated one new habit, try another! Uprooting unproductive leadership habits takes time, but it’s well worth the effort.
If you would like more support in your leadership journey, I’d like to officially invite you to join my Intentional Nonprofit Leaders online community. In this group, you will receive in-depth coaching and support from myself and other industry experts geared towards refining your leadership and growing your nonprofit.
This closed membership won’t reopen until January 2021 and spots are limited! Get on the waitlist and be among the first to know when it opens. Sign up HERE
Article was contributed by: Maria Lees, Team Writer with Sarah Boxx
