Signs that you are a micro-manager

Hello, this is Laura Lee Rose.  I am a speaker and author.  I am an expert in time and project management.

I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff.  I have a knack for turning big ideas into on-time and profitable projects.

At the end of the day, I give people peace of mind.

Today’s Ah-Ha moment came from a busy professional interested in freeing some time and space to advance in her career.

get back to workThis client’s issue was that she continually put in over 10 hours a day in a draining work environment.  Although she had desires to do other hobbies and side businesses, she was too exhausted to do anything about those other dreams.   She self-diagnosed herself as having no follow-through, although at the office – she had lots of follow-through.

After hearing her story, I suggested that she was actually micromanaging her people too much.  This was taking her time away from the items she really wanted to accomplish as well as zapping all her energy.  Her knee-jerk reaction was that she was not a micro-manager.

Often times, people think a micro-manager is someone that stands over the employee’s shoulders every hour.  But that’s not totally true.   There are other traits to micromanaging that you may be falling into without knowing it.

 

  • If you haven’t taken vacation, you may be a micro-manager
  • If you haven’t delegated the lead of some of your staff meetings, you may be a micro-manager
  • If you haven’t allowed your team to run the show, you may be a micro-manager.
  • If you are afraid of taking a day off, you may be a micro-manager.
  • If you are afraid of what will happen when you are not there, you may be a micro-manager
  • If you haven’t allowed your team to fail, you may be a micro-manager

Instead of being afraid of what happens when you are not there — allow things to happen by not being there.  You may be pleasantly surprised.

If you don’t allow people to try these things on their own, you miss the opportunities for growth and excellence in both them and YOU.  If you are too busy taking on other people’s responsibilities, you don’t have the time for your own growth and promotions.

Release control and allow your staff to do what they do best.   When they fail, put together a training program and update your procedures to avoid this same mistake in the future.   This allows you the space to do what you do best.   This also adds another dimension to your coaching and mentoring portfolio.

If you need some assistance with developing your own management strategy plan, please consider a one-on-one consultation.
I know your situation is different. Why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.  To schedule an appointment, book it HERE.

With enough notice, it would be my honor to guest-speak at no cost to your group organization.

I have a monthly presentation on “3 Keys to saying YES to everything but on your own terms”.  To sign up for the complimentary course, go to www.lauraleerose.com/Say-Yes

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