With leadership comes responsibility. A significant portion of that responsibility includes being accountable for team members’ behaviors. While this might sound like no big deal, trying to influence or control what other people do is hard. The strategies and tactics managers leverage but are not limited to include; setting clear standards, aligning teams to core values, defining hiring processes, providing coaching, and having difficult dialogues. While all of these are effective and things I teach leaders to use, there is a less effective method many managers adhere to called micromanaging. Now before you act as you have never micromanaged, stop right there. You have been guilty of it, and I have as well. To closely observe, control, or remind others what they should be doing or how they should be doing it is an easy thing to do when you are ultimately responsible for their choices. But just because it’s easy doesn’t mean it correct. What is Micromanagement and Why Do We Do It?The term micromanagement has skyrocketed in popularity in the last few decades. Webster defines it as “manage[ment] especially with excessive control or attention on details.” It has a negative connotation both in the marketplace and to employees because it limits the freedom to complete jobs or tasks instead of trusting things will be done correctly. Managers tend to micromanage for one of three reasons:
Many full-fledged micromanagers have been exposed and removed from their position in the last few years because of high turnover rates, engagement surveys, and 360° Leadership assessments. However, the best leaders know there is a fine line between setting high standards and coaching someone and reminding others what they should be doing and how they should be doing it. Small Changes Make a Big DifferenceSince most managers don’t have an overt problem with micromanagement, they often do small things that lead to their people feeling micromanaged. These small things tend to be the words they use and when they use them. Leaders can make small changes in communication to lead to big changes in performance. One word managers use to modify the behavior of an employee is the word “Don’t.” Not only is it a micromanaging word, but it’s demotivating to people. Here is how managers typically use it:
Writing these statements that start with “don’t” exudes a manager trying to control, not inspire. Since inspiration is a key to elevating others, breathing life into team members will help change behavior with an internal trigger instead of an external motivator. The best leaders don’t control, they inspire. The word “don’t” has a negative connotation, and it stirs up feelings of defensiveness in people. Instead of responding positively, more often than not, it will have someone responding a begrudgingly way. Just check out these same statements communicated without the word “don’t.”
It doesn’t take a rocket scientist to see the enormous difference between a leader communicating like this versus one using the word “don’t.” ClosingEliminating or modifying a word from “don’t” from your managerial language won’t be easy. The challenge to you this week is to take a mental checklist around how often you say the word “don’t” to your colleagues, teammates, significant other, or even your kids. Once you recognize the extent of your “don’t” habit, then it’s time to change your language moving forward to something more positive, inspirational, and encouraging. Coaching for Excellence: The development of your coaching skills will make a tremendous difference in helping you lead your best in 2021. Join me for the next Coaching for Excellence Workshop. Sign up and get “8 Questions to Leverage to Be a Better Coach” for free today! https://bit.ly/3goZLv2 Take the Free Leadership Style Quiz? Join over 55k leaders and discover your current leadership style for free.
About the Author: John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades. |
Leadership Tips from John Eades – The One Word Great Leaders Eliminate To Better Communicate
Business Support • Online • In Print • In Person
- November 2024
- October 2024
- September 2024
- August 2024
- July 2024
- June 2024
- May 2024
- April 2024
- March 2024
- February 2024
- January 2024
- December 2023
- November 2023
- October 2023
- September 2023
- August 2023
- July 2023
- June 2023
- May 2023
- April 2023
- March 2023
- February 2023
- January 2023
- December 2022
- November 2022
- October 2022
- September 2022
- August 2022
- July 2022
- June 2022
- May 2022
- April 2022
- March 2022
- February 2022
- January 2022
- December 2021
- November 2021
- October 2021
- September 2021
- August 2021
- July 2021
- June 2021
- May 2021
- April 2021
- March 2021
- February 2021
- January 2021
- December 2020
- November 2020
- October 2020
- September 2020
- August 2020
- July 2020
- June 2020
- May 2020
- April 2020
- March 2020
- February 2020
- January 2020
- July 2019
- June 2019
- May 2019
- February 2019
- July 2018
- May 2018
- March 2018