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@KiraMBates @MonicaWofford @AmyMccTobin
Hello Kira! You make several valid points and certainly micromanagement is not for everyone, I agree. In a small firm, the time and resources to micromanage a team member is a real concern and while it can at times be due to a hiring oversight, it is necessary conceptually in the beginning stages of employment as you mention and might simply apply in your case, if an employee has a rough patch or temporary state of less than motivated performance. Micromanagement is not an "ever present", "all the time" type of behavior. :)
2 years, 2 months ago on Two Types of People Who Need Micromanagement
Hello DixieLil! You are absolutely right! In fact, I often talk about "life" when sharing Contagious Leadership or Make Difficult People Disappear training courses. These principles DO apply to everyone in one's world and it is important to remember that if we're faking who we are at work, then just let it all hang out at home/personal life ... home is not where you go when you're tired of being nice to people. Watching both the first and second guildelines as well as all the others will help to reduce stress at work AND at home.
Thanks for your note and your insight about applying them to your "life" as well as the office!
2 years, 2 months ago on 12 Most Abracadabra Ways to Make Difficult People Disappear
Hello Anne! Nicely said and you're right. When you're IN a reaction, it's incredibly difficult to find the pause button and step back out of it. Too bad we can't TIVO or DVR personal interactions and then hit rewind. :) What sometimes helps ahead of time is to proactively anticipate a few reactions from someone that might seem plausible and then to consider how you might respond versus react. If you've already come up with some possible solutions, then it doesn't feel like there's only one choice when the time comes. (and often that choice is the most damaging one that could be made) Additionally, when in the midst of a perception, I find it helpful to ask "is it true" before deciding it is and acting on that decision or belief. Hope that helps and thanks for your insight and the connection. Monica
Hello there Paul! You are too kind and thank you for the compliment. Maybe we should all print this list out and laminate it for future reference! Need me to send you the accompanying wand? hehe! Thanks for all the great work you do!
I love the phrase "tear downers" Amy and you're right... this applies to social media, too! Thank YOU for your note and go get 'em...oh and find the builder uppers. Hehe!
You are sooo right! Just the reduction of stress and conflict alone helps communication to BECOME more clear as we're not "listening" with our stressed out filter. :) I am quite certain those employees you have the privilege of leading appreciate YOU. :)
Well said! My pleasure and thanks for the great comments!
Congrats on the new role and great timing indeed. There is a book I wrote some years ago that my be a valuable resource for you if you need one. It's called Contagious Leadership and in it there is an entire chapter on this micromanagement concept. Just an idea and keep up the great work! Amazing how we now all have social media "departments" when just a few short years ago, we would have all said "social WHAT?" Hehe! M
Hello Anne! You're spot on my friend! Well said and if you can see my response to @TheJackB some of what you refer to as the logisitcs of what you need to know as a new person are exactly what I'm talking about there. New people tend not to think micromanagement is about a lack of trust, but more about an investment of respect and expectation of long term involvement by you in the organization. In fact, if they didn't care if you stuck around, they likely wouldn't take the time to show you the ropes! And if that's the case, then a copy of MakeDifficultPeopleDisappear might be one of your best secret weapons! hehe! Thanks for the comment and the insight!
There is a middle ground.. and often that trust takes time to develop. At the same time, new employees have vital information about logistics and the culture that they need in a hurry in order to become and remain most effective, without having to unlearn certain things. Those who benefit from micromanagement that have a bit of tenure are likely those who weren't given the information they needed to succeed in the beginning (often provided through what I am referring to as "micromanagement". Does that help clarify? I enjoy your take on things and good question. :)
Hello Amy, that "new layer" you referred to likely didn't understand the purpose or type of individual best suited to micromanagement. It sounds like you may have been micromanaged when you were neither a newbie nor a challenge and kudos to you for recognizing your own level of skills and venturing out on your own! Great job!
You are absolutely spot on Nikki and well said. It's the fine line that exists between developing and hovering that an effective leader must pay attention to and sometimes the location of that line is different for each different newbie or challenge. Nice job! :)