From Micromanager to Empowered Leader: A Journey of Transformation

Are you a micromanager?

Let’s put the cards on the table, you are a micro manager, and you justify this is acceptable to yourself by telling yourself, 

  • No-one can do it the way I do It,
  • If I don’t follow up the deadline will be missed,
  • It will reflect badly on me if the task is not delivered perfectly.

Sound familiar?

Most micromanagers have the best intentions for their team but have developed poor leadership habits resulting in micromanaging tactics. Micromanaging increases stress, destroys happiness and morale at work, decreases productivity and in its worst forms drives burnout and employee attrition.

Micro Managers often have a hard time delegating responsibilities and trusting in their team to complete certain tasks. This is because they believe they can do the task better or that nobody else will work as hard as them to achieve the result. Rather than provide clear expectations with guidelines and trust that employees will do what’s expected of them, micromanagers require constant updates even on small, tiny details, want access to everything and check-in multiple times asking for the same information that was already provided.

I can honestly admit I was a micro manager, and I wore that badge proudly. Looking back, holey Moley, did I get it wrong.  

There were times I was firmly stuck in a task orientated operational cycle and I needed to be more strategic. I was very comfortable in the operational zone and even used it as an excuse to avoid making space for my necessary strategic time. I would cling to micromanaging tendencies and intense follow up mechanisms and wonder why, while scratching my head, I had no team to really carve out the more creative and strategic areas I should have been focused on. 

My former micromanagement patterns

My former micromanagement patterns are the same patterns some of my clients struggle with. Together we work through where the micromanaging tendencies are coming from, their detrimental impact on meaningful work relationships and the strong ability for micromanagement habits to steal that crucial strategic and creative time desperately needed to more forward in your career.

The first step to stop micromanaging is to become aware of why you micromanage. For example, you may be concerned that if your team performs poorly, it will reflect badly on you. 

Shift the narrative in your head

Shift the narrative in your head and focus on the reasons why you should avoid micromanaging and the benefits you will receive by stopping. if you stop micromanaging, your team will learn and grow and will become more confident in themselves, also think of all that valuable TIME you will be saving by not checking in with your team unnecessarily.

If you are a little unsure if you classify yourself as a micromanager, ask a colleague you trust for honest feedback on your way of working. This can help you obtain a clear perspective on what your colleagues think. This step is critical for understanding the broader impact that your micromanaging has on your team.

It can be challenging to stop micromanaging in the beginning, so you may want to consider stepping back from those habits slowly. There are several ways you could do this. One way is to start changing your habits with a less urgent project or with a task of lesser importance. This allows you time to build your comfort levels with your new leadership approach.

Exploring this topic is really worth it, you will gain from it and your team will gain from it.

I love supporting female leaders just like you build meaningful relationships with their teams, I would love to support you too, DM me today for a chat.

Contact me today for a free discovery call

Lets see if we are a good fit to work together

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