This Corona pandemic pushed many of us to work remote. It made me rethink leadership, collaboration and coaching. As I stated in my previous article, the new normal will be more remote, more flexible and more trust-based. It results in pulling the micro-management plug. As precisely that tickled the readers’ sensitive strings, I’d like to elaborate this a bit more.
The current outbreak is not easy to deal with mentally. The essence can be traced back to losing control. We’re not in control. Nature is. And that creates stress, which, in turn, triggers micro-management. Let’s dig a little deeper into the underlying fears that create stress and lead to a micro-management style.
If you want to transform your management style, you must work on the triggers of that functioning. As long as you don’t tackle the fears, your style will not change. Identifying your triggers isn’t easy and is self-confronting. But what are the main anxieties that make micromanagement arise?
The above fears are often the main triggers of going into micromanagement. Figure out what your personal triggers are. An excellent exercise and starting point is to write down typical situations in which you switch to micromanagement mode. For each situation, reflect on your underlying worries that push you into micromanagement.
Of course, self-reflection is crucial. But it’s equally important to engage your team. It will give you the mirror you’re looking for. And the very fact that you ask for feedback is an essential first step in overcoming micromanagement. It shows your team members you are aware of the problem. Daring to be vulnerable is a sign of good leadership. You will probably notice that this step means a lot to them and provides you with a dozen insights.
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