Rita staffing south lakeland12/30/2023 They often act as if they are empowering others and then turn back on the assurance.īy doubting decisions, getting involved in the details, and diving into the day-to-day execution, they show the team they are not to be trusted. As leader's if you give away more control and power, most teams and team members rise to the challenges.ĭespite this well-documented fact, leaders with a high need for micro-managing and control have a hard time truly empowering others. Those team members who feel empowered typically outperform others who are directed in everyday tasks. Leaders who empower others set the strategy and then delegate critical tasks to others, giving them the autonomy to decide how to achieve agreed-upon outcomes.Īs empowering leaders, they check in and serve as a resource to team members as they navigate the execution decisions and choices tied to performance. They hold others accountable to outcomes and give away as much influence over the process, and everyday decisions as the team can handle. ![]() In the modern workplace, team members want and deserve more of it, and admired leaders do share their powers. Micromanaging dents your team’s morale by establishing a tone of mistrust-and it limits your team’s capacity to grow.īelow are my insights on how empowerment and delegation can help you reflect on your need for control and loosen up that urge for a "laser reconnaissance" attitude.ĭo you have the vulnerability in giving up power and control to delegate empowerment to your people?Įmpowerment is one of the strongest attributes of leadership capabilities, and not all leaders have the emotional courage to entrust their people with their authority. ![]() ![]() The article shared in the comments elucidates some brilliant insights to reflect and dissolve this tough habit. It stems from insecurities, serious trust deficits and lack of confident belief (persona issues) in your teams. Micromanaging is one of the most unrewarding and detrimental behaviors leaders can demonstrate.
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