The Transformational Leader Avoids Micromanaging
Effective delegation depends on the leader’s ability to fully empower the success of the delegated task by not micromanaging the person or the process delegated.
The musical conductor hires the best oboe player for the orchestra. It would be foolish to then tell the oboe player how to play the oboe. This may sound silly, however, many leaders do the equivalent in a business setting.
Leaders create results.
The negative effects of micromanaging are numerous. Here are some to be aware of:
- You don’t really get anything off your plate
- The person micromanaged is minimized in the following ways:
- Lack of motivation
- The leader who micromanaged is:
- The impact on the organization’s culture is:
This post is not intended to be a full treatment on micromanagement. This is, however, a data point for the leader working on self.
Note to self: Don’t micromanage. Learn to observe what’s happening and establish a culture of higher functioning. Start with yourself.
Here’s an article on a site called Mind Tools about micromanaging: http://bit.ly/OrMMDp
The Transformational Leadership Strategist
(c) 2012 Hugh Ballou. All rights reserved.