# Overcoming Micromanagement: Cultivating Trust and Autonomy
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Chapter 1: The Trap of Micromanagement
Hello, I’m Neela, and I used to be a micromanager. Micromanagement involves hiring intelligent and creative individuals only to stifle their potential.
Imagine dictating the font choices for a report or scrutinizing why someone took a bathroom break that lasted a minute and a half longer than expected. (This wasn’t my experience, but I knew someone who faced it!)
If we recognize that micromanagement is ineffective, why do we continue to practice it? Is it that my perception is flawed, or do we gravitate towards hiring individuals who lack passion and imagination?
Stay with me!
- I join an organization
- I start at the entry level
- I put in significant effort
- I receive recognition
- How?
- By taking on additional responsibilities, of course
- I excel!
- I earn a promotion
- Hooray — I am now a manager
- I’m still executing tasks while overseeing a team of five
- I’m doing well at that too!
But then, what happens next? I begin managing those who oversee the workers, and that’s when I begin to lose grip on the quality of my output.
Fear of Losing Control
This leads to micromanagement.
The only remedy? Trust
Focus on Results, Not Methods
Rather than fixating on how tasks are performed, concentrate on the outcomes. As long as the results align with the set standards, allow flexibility in how your team accomplishes their goals.
Regular Check-Ins
Establish routine meetings to review progress, provide feedback, and discuss any challenges. These sessions should encourage collaboration rather than serve as a platform for micromanagement.
Self-Awareness
Examine your own behaviors and triggers. Are there specific circumstances that prompt you to micromanage? Gaining insight into your tendencies can help you consciously steer clear of them.
Encourage Growth
Foster your team’s professional development by offering opportunities for learning. When team members feel they are growing in their careers, they are more inclined to take ownership of their responsibilities.
Lead by Example
Exemplify the behavior you wish to see in your team. If you exhibit trust, grant autonomy, and concentrate on results, your team members are likely to emulate this behavior with their own subordinates, if applicable.
Seek Feedback
Request input from your team regarding your management style. Are there aspects where they feel micromanaged? Use constructive feedback to enhance your leadership approach.
Set Clear Expectations
Ensure your team understands what success entails. Clearly define goals, objectives, and key performance indicators (KPIs). When expectations are transparent, team members are more likely to assume responsibility for their work.
Remember, overcoming the micromanagement habit takes considerable time and effort. Exercise patience with yourself and your team!
image credit: Gartner