LEADERSHIP V MICRO MANAGEMENT

IMG_0494

MICRO MANAGEMENT

Preventing micro management

Both new and experienced managers can struggle with how to  be involved with team members without micro-managing.There can be a tension between being hands-on and providing support, whilst allowing autonomy to make decisions. It is a question of balance and development.

For example there are two stages where it makes sense to engage more deeply: preparation and review.

When the team member  is laying out the plans for their work, your role is to ask crucial questions such as :

  • Who should be involved?
  • How does this fit into your goals?
  • How does this dovetail with other priorities ?
  • What other support do you need ?

These conversations will enable team members to be prepared and ready to act on their own.

When the project  or task is complete,  follow up with a post-action review.

Reflect on what worked, what didn’t, and what the team member learned.

There’s no need to get involved during the task unless the team member is a novice or problems arise.

Resisting micro management is part of your development as well

a09d4-dolphinweb

LEADERSHIP PERSPECTIVE STUDY with associated free documents

This study has significant implications for leadership practice. The results provide the most granular view to date of how very rare and “conscious” leaders and change agents may think and behave with respect to complex change initiatives.

The leaders in this study appear to:

(1) Design from a deep inner foundation, including grounding their work in transpersonal meaning;

(2) Access non-rational ways of knowing, and use systems, complexity, and integral theories; and

(3) Adaptively manage through “dialogue” with the system, three distinct roles, and developmental practices.

Additional results include: 15 advanced leadership competencies; developmental stage distinctions for six dimensions of leadership reflection and action; and 12 practices that differentiate leaders with a uniting perspective from those with a general systems perspective.

If you are a leader, change agent, or someone who helps to develop either, I think you’ll find these results not only deeply useful, but even potentially transformational.

Brief Overview of Dissertation (Excerpt with some of the key findings)
PowerPoint Presentation of Dissertation Research Results (Showcases some key findings)
Full Unabridged Dissertation (Highly recommended, especially Chapter 5 which summarizes all findings)

CLOUD LIGHT WEB

One thought on “LEADERSHIP V MICRO MANAGEMENT

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s