…can leaders stoop to micro managing?
Somehow, I think the answer to both questions is an emphatic NO!
I’m perturbed by the concept that so-called team leaders are lumbered with the title when they are in effect team managers. I have difficulty answering to micro managers. I have difficulty in seeing the logic of placing someone in a position of management when they clearly haven’t grasped the core essentials of leadership.
I’ve occasionally posted about the joys of (bad) management in the workplace. I especially love the creativity of those moving within the lofty realms of the corporate human resources environment. Mostly though, I love the way they twist corporate values to suit the management styles of bullies. Ever changing performance indicators and a sliding approach to team functions lead to confusion and under-performance. That, in turn, leads to more reprisals from managers and so the spiral closes in on itself.
However, I’m not attempting to answer the question I posed. Maybe I can’t and that’s why I’m again banging on about bad managers. Maybe I can point the conversation in a direction and you can mull on the outcome of the implied route map.
Let me take you back to school. There were teachers who knew everything about their chosen subject yet, when it came to transferring the knowledge or skills required to master elements of the subject, they were incapable of such transfer. How often didn’t you hear fellow students complain about their maths teachers?
“Mr Brain-box knows it all but when he explains I don’t grasp what he’s doing!”
There’s an art to imparting technical knowledge to learners, much like there’s an art to managing a disparate group of professionals. In the workplace this art is called leadership, NOT manager-ship!
Have you noticed how leaders seem to get the group moving in the same direction with ease and then, with the minimum effort, they keep the group aligned to the end goal. Have you noticed how micro (bad) managers are always cajoling or chasing their tails to get traction within the group. They seem to spend half their time cracking the whip or dealing in reprisal while true leaders spend half their time on the golf course networking for the better of the organisation.
Micro managers will drive creative minds away, ultimately being left with a workforce of ever-changing faces who become part of the revolving door syndrome. Oh, I mustn’t forget, there will always be a few loyal pawns who stick with the micro managers. They become clones and will one day follow in the footsteps of their gurus. Sad.
So, how do you deal with a micro manager without getting your sorry posterior booted off the team? I don’t yet have the answer but basically, when I do, I may well be a very wealthy man! Imagine the royalties garnered when the bestseller flies off the bookshelves… imagine the € 200K per hour after dinner motivational speeches! Imagine.
Aspiration, Rowan Gillespie’s sculpture of the a naked lady scaling the outside of Dublin’s Treasury Building… maybe if I tilt the building a little she may make it to the top!