Changing the Micromanager

In the news last week were Robert Gates, Leon Panetta, and other former members of the Obama cabinet decrying the micromanagement that has characterized the administration’s style.  A micromanagement style is a clear sign that a manager hasn’t matured and is not able to operate at a higher level because their own management development has been truncated to a point that it is damaging to the organization.   With a micromanager,  direct reports become risk-averse and tentative in both their decision-making and in actions.  People don’t feel valued and they recognize that their own development has stopped.  It is a key reason why high potential subordinates will leave.

So while a micromanaging style may be important to getting a business off the ground, as the business grows the micromanaging style gets in the way of growing the business and the talent needed for growth.
Earlier, I wrote that the first step a micromanager must take is to realize that a change is necessary and to develop the resolve to make a change.  That change is not easy and it won’t happen overnight, but it can be successful over several months particularly with good coaching.

For specifics, see my next newsletter, or contact me at boblegge@boblegge.com.

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