Guiding, Not Micromanaging

Published Wednesday, May 11, 2011 2:44 PM

Skilled leaders recognize the distinction between managing people and micromanaging them. Are you looking to lead your staff by example rather than by getting in the weeds, and doing their work for them? Take a page from the authors of Being the Boss: Three Imperatives for Great Leaders and practice the technique they dub Prep-Do-Review.

Prep: First, preview people's plans by asking questions. Delve deeply: ask about steps, strategies, anticipated challenges, how setbacks will be handled, etc. Thoroughly cover all angles, which will allow you to coach necessary changes and supply useful guidance.

Do: Based on information gleaned during the prep stage, managers can determine how deeply they need to be involved. With a new employee, you may wish to do the job yourself, allowing the novice to observe and learn. With more senior staff, you may only need to dip in on certain elements. Eventually, as employees become more seasoned, you can step back and only be involved in the prep/review stages.

Review: Assessing what worked, and what didn't, is a critical last step. Too often people do a post mortem only after a failure. Learning why something succeeded is just as crucial in future work. Conduct either one-on-ones or periodic group meetings for these reviews. Then, model what you learned going forward.

For a more in-depth examination of the Prep-Do-Review strategy, read the authors' article in the Harvard Business Review: How to Get Involved Without Micromanaging People. 

Are you a manager or a micromanager? How do you guide your staff without falling into the trap of doing their work for them? Share your thoughts here and on the Pendaflex Facebook page.

by Bradley Eggers

 

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# Motivation to lose weight said on Sunday, April 08, 2012 5:23 AM

70vIqd Thanks-a-mundo for the article post.Much thanks again. Will read on...

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