The urge to micromanage usually means your people don’t have clarity, not that they need more control. Detailed job description. A clear line on which decisions they make, check on, or collaborate on. Consistent one-on-ones. Give people direction, support, and feedback, and the need to hover just disappears.
@officialchadpetermanTranscript
Have you ever found yourself micromanaging a director port and wondered what's going on? We've all been there. We give somebody something to do and yet they're not doing it. And so we feel like the course correct is to step in and start micromanaging them. This leads to know we're good. Here are some steps to avoid that. First off, is a very detailed job description, making sure that they know what is expected of them. Also, what decisions should they make on their own, what decisions should they check with you on, and then what decisions should we collaborate on before we make a decision. The next piece is having consistent one-on-ones with your director port. Having consistent one-on-one conversations is going to open up the door for things that they're struggling with, things they're unsure about, or things where there's just a little bit of ambiguity into what are we actually trying to accomplish. These conversations are gold if attacked properly. Make sure your people have direction, they have support, and they have constant feedback as to where they should course correct and what they should be doing to be successful.
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