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Overcoming That Pesky Bad Habit of Micromanaging

Micromanagement within any organization can chase off valuable employees especially those with inherent resentment for being a helicopter boss!


Naturally, it is essential to make sure that every member of the team will produce quality work but on the other hand, not being able to provide staff with independence to perform their jobs may lessen their motivation and decrease job satisfaction. And while it may not happen overnight, there are ways to overcome tendencies for micromanagement.


There are practical actions that you can take, but more importantly, a need to manage your own intrinsic patterns because micromanagement will burn you out!


On the practical front:


Selective Hiring

During the hiring and recruitment period, it is vital to choose candidates who have the precise skills and experience needed for the job and can perform without or with less supervision. Do not rush hiring anyone just to fill an open position. Take your time and be precise with your interview so you can easily assess if the candidate has what it takes to achieve your goal. Sometimes, it is much better to prolong the hiring process than rushing to hire someone you are not sure can meet your requirements.


I’ve seen countless, well-meaning, hard-working employees placed in the wrong job - it is stressful and demoralizing for them to work so hard only to struggle. It’s demoralizing for the team to have to carry someone which chips away at their trust in you, it slows down productivity, creates extra work for everyone, and…..is very costly!


Coach’s tip: work style screening, like the Kolbe Assessment, Disc Assessment or Myers Briggs is essential to properly place your talent.


Providing Training

If you tend to micromanage because your staff is lacking the skills to perform independently, think of offering additional training. It will be an investment for your organization in the long run and it will empower them to perform their tasks because of a newfound confidence. Training courses can provide your staff with an efficient tool for success but in order to do so, you need to determine the skills they already have in order to decide whether to sign up for a training program to develop their current skills or find another training course that can help develop other skills. Training courses for developing skills and achieving professional growth do take time and money. But if you will consider it as an investment, it can help your organization grow and achieve success more than others will do.


Also, consider pairing them with a more seasoned employee that you trust to show them the things that you may not be communicating as effectively as you think. This will speed up their efficiency (provided that they are placed in the right role).


Remove Negative Paradigms

If you dwell on negative paradigms, like focusing on where they are letting you down, they will continue to prove you right because that is the only filter that you can see them through.


Moreover, when you entertain limiting beliefs about your staff at a subconscious level, this will tend to become a habit and moving past the limitations of your team will be very difficult because your subconscious mind naively dampens all your efforts to achieve success within your organization.


This is one of the reasons why there are leaders who end up micromanaging their staff instead of doing their core duties. This is because at some level, they really do not believe what their staff is capable of achieving.


Often we’re irritated by someone at work because they remind us of someone we don’t like or someone who has wronged us.


Coach’s Tip: identify what behaviour you dislike in the team member that you are micromanaging, ask yourself who they remind you of, so that you can actively work on shifting your perception (we can’t deal with what we’re not aware of)


Additional Tip: micromanaging is driven by patterns of validation through overachievement, people-pleasing, martyrdom (feeling responsible for everything and sacrificing yourself for the cause), and many more. If you’re willing to be honest with yourself, what is YOUR need in micromanaging, and how can you fill that need in a more healthy way (that doesn’t come at the expense of your health and team cohesion)?


Drop a note in the comments with any a-ha’s you had!


To your success,

Jennifer xo

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JENNIFER LONGMORE