Unleashing the potential of a micromanager requires a delicate balance of tact and strategy. Discover how to transform a controlling leadership style into one that empowers, fosters trust, and ultimately, 'chills'.
How do you spot a micromanager?
Constantly checks on where workers are
- Asks to be copied on all team e-mails
- Is reluctant to delegate
- Breaks projects into small tasks that make employees feel insignificant
- Checks and double-checks on deadlines and asks for frequent updates, even about small tasks
- Rarely asks for input from others
- Applies the same level of intensity and scrutiny to every task, failing to prioritize
- Takes great pride in correcting or changing people’s work
- Subject to extreme mood swings
- Often, micromanagers have good intentions and don’t behave out of malice
Handling the Micromanager
Over time, employees’ professional growth is stunted because the micromanager won’t give them opportunities to shine
- Ultimately, micromanaging squashes the spirit and motivation of even the most talented and driven employee
- This can quickly lead to burnout or, worse, talented employees electing to simply leave the organization
Weaning a micromanager off their controlling belief system takes time and constant feedback.
The belief systems that create the micromanagers may not go away overnight.
- They must know that they’re safe when they allow others to succeed. It doesn’t diminish their value but actually enhances it.
