Are you leading or micromanaging?

Here are 36 ways to tell & 2 ways to change

You’re a leader if you:

• Share credit
• Listen actively
• Set clear goals
• Hold to account
• Trust your team
• Adapt and grow
• Empower others
• Ask for feedback
• Say “I don’t know”
• Build relationships
• Inspire confidence
• See the big picture
• Prioritize well-being
• Celebrate team wins
• Delegate, not dictate
• Encourage autonomy
• Correct without blaming
• Measure results, not methods

You’re a micromanager if you tend to:

• Hover over your team nonstop
• Require updates all the time
• Only want yes-men around
• Blame others for mistakes
• Focus on the small stuff
• Don’t like to hear ideas
• Are afraid to delegate
• Talk more than listen
• Make every decision
• Demand perfection
• Set too many rules
• Won’t trust others
• Make things hard
• Hold onto power
• Watch the clock
• Lack empathy
• Point fingers
• Hoard info

See yourself in the micromanager list?

Good news. You can change. Start now.

But how? Here are 2 ways.

1. @Abdullah Ramay wrote a great post recently on being Detail-oriented ≠ Micromanaging.𝗗𝗲𝘁𝗮𝗶𝗹-𝗼𝗿𝗶𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 is good. Details are important.
   Details make or break the product or the experience.
   Ask the right questions. Focus on the details.
   Each pixel adds to the picture.
   Yet, 𝗺𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 is not a good thing.
   It means dictating based on your preference.
   It takes away agency and demotivates the team.
   It makes you the bottleneck and loses good people.
   You can be 𝗱𝗲𝘁𝗮𝗶𝗹-𝗼𝗿𝗶𝗲𝗻𝘁𝗲𝗱 𝗯𝘂𝘁 𝗻𝗼𝘁 𝗯𝗲 𝗮 𝗺𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗲𝗿.
   It’s a fine balance.
   Leaders should care about the details.
   They should pay attention to them and ask questions.
   Yet, they should not micromanage.
2. I recently read @Marshall Goldsmith’s powerful book “Triggers”.
   One key tool in Goldsmith’s book is the Daily Questions worksheet. This worksheet helps us stay accountable. Every day, it asks us to reflect on important questions. These questions focus on our goals and the actions needed to achieve them. By answering them daily, we stay focused and on track. This simple practice leads to significant personal and professional development. & his Daily Questions accountability worksheet.The key here is to ask “active questions”, eg “Did I do my best to make progress to my key goal achievement?” or “Did I do my best to stop micro-managing my team?”

Implement these and your team will thank you.

Thanks @Justin Wright for pointing me to this list developed by @Eric Partaker.

If you would like a link to Marshall’s Daily Questions worksheet reply “DAILY QUESTIONS”.

Cheers,
Jonathan
0408 748980

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