Tag Growing People

How to Stop Being a Micromanager

Steve Keating 1 Comment

Almost everyone, except perhaps micromanagers, know that micromanaging is counterproductive. Even some micromanagers realize the damage they do but they just can’t control their urges to turn their people into unthinking robots. This post is written especially for them.

If you’re a leader, you should know that micromanagement hurts your effectiveness and team morale. You are literally holding your people back from their potential. In the process you are limiting the future growth of your organization. In that environment your best people will leave and find someplace where they can use their skills and knowledge. That is unsustainable in today’s business world.

If you’re a micromanager you need to stop, now. If you’re not sure if you’re a micromanager then ask around. Your reputation will precede you. Because no one likes a micromanager, truth be told even micromanagers don’t like micromanagers.

If you want to stop being a micromanager and become a more effective leader, here are some ideas you should begin to put in place today.

• Self-awareness: Recognize the problem. Acknowledge that you tend to micromanage, and understand the negative impact it can have on your team. Self-awareness is the first step towards change.

• Trust your team: Understand that your team members are capable and competent. Trust their skills, judgment, and abilities. Remember that you hired them for a reason, and they can handle their responsibilities.

• Delegate effectively: Delegate tasks and responsibilities clearly, specifying the desired outcomes and expectations. Be clear about what needs to be done, but allow your team members to determine how to accomplish it. Provide them with the autonomy to make decisions within the framework you’ve set.

• Set clear goals: Establish clear and measurable goals and key performance indicators (KPIs) for your team. When everyone understands the objectives, it’s easier for team members to work independently and make decisions aligned with those goals.

• Communicate openly: Encourage open communication with your team. Let them know they can come to you with questions, concerns, or updates. Regularly check in to offer guidance and support without being overbearing.

• Provide resources and support: Ensure your team has the necessary resources, tools, and training to excel in their roles. Show that you’re there to support them when they need assistance.

• Empower decision-making: Encourage your team to make decisions within their areas of responsibility. This helps them feel more invested in their work and fosters a sense of ownership.

• Avoid micromanaging tasks: Resist the urge to constantly monitor or interfere with how tasks are being performed. Give your team space to execute their responsibilities independently.

• Focus on results, not methods: Instead of getting caught up in how tasks are done, concentrate on the outcomes and whether they align with the established goals and quality standards.

• Provide constructive feedback: Offer feedback that is constructive and supportive. Recognize achievements and offer guidance when improvements are needed. This feedback should be ongoing, not just during annual reviews.

• Step back gradually: Reducing micromanagement is a process. Start by loosening your grip on smaller, less critical tasks. Gradually entrust your team with more significant responsibilities over time.

• Develop your team’s skills: Invest in the growth and development of your team members. Help them acquire the skills and knowledge they need to excel in their roles. That will also boost your confidence in their abilities.

• Learn to let go: It can be difficult to relinquish control, but it’s essential for becoming a more effective leader. Trust your team to handle their responsibilities and avoid the temptation to step in unless it’s genuinely necessary.

• Seek feedback: Ask your team for feedback on your management style and be open to making changes based on their input. This demonstrates your commitment to improvement and your respect for their perspective.

• Be patient with yourself: Breaking the habit of micromanagement takes time. You may occasionally slip into old patterns, but don’t be too hard on yourself. Recognize those moments and commit to doing better next time.

Micromanagement, like most habits can be a hard habit to break. But it’s essential for the growth and development of your team and your own effectiveness as a leader. As you gradually let go and empower your team, you’ll likely see improvements in morale, productivity, and overall team performance.

You’ll feel more like a leader and you will in fact be truly leading.

Leading Reluctant Followers

Steve Keating Leave a comment

Leading people is challenging enough when the people you’re leading want to be led. Leading people who don’t want to be led can be an even bigger challenge, but it’s not impossible. Leading reluctant followers requires that you always keep top of mind why you’re leading. 

If you’re an Authentic Leader that “why” is to make a positive difference in the lives of the people you lead. That Authentic Leadership mindset is all the motivation you’ll need to continue leading, even in the face of tremendous resistance.

Here are some strategies that you can use to authentically lead people who are resistant to leadership.

  1. You MUST truly know the people you lead. Invest the time to get to know the people you are leading. Building a relationship with them can help you understand their motivations and concerns. It will also help establish trust between you and your team.
  1. You are leading by example whether you intend to or not. If you want others to follow your lead, you need to model the behaviors you want to see in them. This means demonstrating a strong work ethic, staying positive, and being committed to the goals of the team.
  1. Communicate, communicate and communicate some more. Be clear about your expectations and the goals you want to achieve. Use clear and concise language. Don’t use waffle words because it is your responsibility to make sure everyone understands and accepts their roles in the organization. 
  1. Be open to honest feedback and listen to the concerns of your team members. Address their concerns and work with them to find solutions that will benefit everyone. As you grow in your leadership role you’ll discover that your people hold within them the solutions to most if not all of your organization’s challenges. But you must be an expert listener if you’re going to hear them.
  1. Give your people real ownership over their work and encourage them to take the initiative. When people feel like they have a say in the direction of the organization, they are more likely to be invested and engaged in its success.
  1. Recognize and celebrate the successes of your team. Positive reinforcement can go a long way in motivating people to continue to do their best work. Recognizing even small successes can lead to bigger results down the road.
  1. Remember that change takes time. Don’t forget that relationship building is a process. It may take a while for people to come around to your leadership style. Be patient and persistent in your efforts.

Leading people who don’t want to be led requires building relationships, leading by example, clear communication, listening to concerns, empowering them, celebrating successes, and being patient. All of those are within your control when you make a decision that says, I’ll Lead Today. 

So, will you make that decision?

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 

Here’s the link to my Twitter… https://twitter.com/leadtoday 

Authentic Delegation

Steve Keating 3 Comments

Many “leaders” claim to empower their people. Many say they are excellent at delegating tasks to those same people. Funny thing is, their people often don’t know that. 

The reality is that too many people in leadership positions “dump” work they don’t like to do on their people. They give little direction about how to do the task and then, when it’s not done correctly they criticize the person they delegated the task to. 

This reinforces the thinking in the mind of the “leader” that if you want a job done right, you need to do it yourself. 

But Authentic Leaders delegate differently. When they empower their people they provide well defined perimeters for how and when a delegated task must be completed. Then, and this makes all the difference, they get the heck out of the way and let their people go. 

They know there may be a mistake or two along the way. They use that as a learning experience. They do not take the delegated tasks “back” from their people. They coach them towards successful completion. 

If you’re in a leadership position then you must know that growing and developing your people is one of your core responsibilities. Delegation is an essential tool in that development process. Here are just a few of the benefits of Authentic Delegation:

  • Delegation enables a leader to distribute workload and responsibilities among team members, which increases productivity by allowing more work to be completed in less time.
  • Delegation gives team members the opportunity to take ownership of their work and to develop their skills and expertise. This can lead to greater job satisfaction and motivation, which can increase productivity and performance.
  • Delegation requires communication and collaboration between the leader and team members. This can promote teamwork, trust, and a sense of shared responsibility, which can improve overall team performance.
  • Delegation frees up a leader’s time to focus on high-priority tasks that require their unique skills and expertise. This can lead to better decision-making, strategic planning, and overall business success.
  • Delegation is an important leadership skill that requires effective communication, trust, and the ability to identify and develop talent. Delegating tasks and responsibilities can help a leader to grow their own leadership skills and to develop a strong, capable team.

Authentic Delegation is a win-win for both the leader and their team. It enables leaders to focus on high-priority tasks while truly empowering team members. It also improves overall productivity and performance.

If you are an Authentic Leader then you likely already trust your people enough to be an effective delegator. If you’re in a leadership position and don’t yet fully trust your people enough to delegate, then trust yourself. Trust yourself enough to know that you have the skills and ability to coach your people to success. 

The benefits of delegating far outweigh the risks. Those benefits are long-lasting as well. Start small, delegate some low risk easier tasks. It’s likely your people will amaze you with their ingenuity once they learn that they are actually, genuinely empowered to succeed.

Want more of LeadToday? I’m changing things up on my Twitter feed for subscribers. On March 2nd I began publishing two videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $5 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 🙂

Here’s the link to my Twitter… https://twitter.com/leadtoday 

Leadership Fixers

Steve Keating 3 Comments

As I’ve written almost endlessly not everyone who occupies a position of leadership are actually leading. They are leaders in name, title, or position only. 

One of the characteristics of these types of leaders is they tend to be “fixers.” Instead of giving their people a chance to learn they ‘jump in” and solve every problem for them. While the “leader” may feel better about themselves it does nothing to grow their people. While the “leader” may think they are helping their people they are more than likely demoralizing them. 

Some people will welcome their “leader” doing the heavy lifting for them. So much so they they begin to count on it. When that happens the “leader” becomes an enabler for lack of effort and initiative. The potential for growth is stopped in its tracks. 

Authentic Leaders allow their people to figure things out for themselves. They not only give them the opportunity to learn, they encourage, even insist, that they take advantage of that opportunity. 

The potential for growth is unlimited. Authentic Leaders grow more leaders. Innovation thrives. The culture is collaborative and there are few consequences for mistakes when lessons are taken from them. 

It takes discipline for an Authentic Leader to let their people make mistakes and learn from them. It takes patience to allow their people the time required to figure things out that the leader already knows. 

Authentic Leaders see helping their people learn and grow as an investment. Leaders in name only see those same things as an expense with no ROI. 

So what about you? Are you a fixer? Understand that being a fixer who doesn’t trust their people to figure things out on their own and a well intentioned fixer who thinks they are doing their people a service by solving their problems create the same outcomes. 

Don’t limit your people. Don’t prevent them from growing. Let them figure things out on their own. Even if it takes longer than if you just did it for them. Letting your people learn is not an expense, it quite possibly may be the best investment you’ll ever make. 

Everyone NEEDS to Feel Worthwhile

Steve Keating 1 Comment

Authentically leading can be very challenging. That’s because leadership is about people. People will frequently surprise you. If you asked 10 people what they liked best about working for a particular company you could well receive 10 different answers. At least a few of those answers would be surprising. 

It’s hard to find a room full of people who will agree on anything, especially these days. But one thing that we do know about people, ALL people, is that the have a basic human need to feel worthwhile. They need to know that they matter. 

Authentic Leaders show the people they lead that they matter. They show them how they matter, they show them how what they do impacts the organization and the lives of the other people who work there. Authentic Leaders make showing people they matter a priority. They make a big deal out of it. 

And it is indeed a big deal. 

It’s a big deal first because people really do matter. Authentic Leaders know that they don’t really run a business, they lead the people who run the business. They know that their most “expensive” employee is not the person who is paid the most. They understand their most expensive employee is the least engaged employee. 

When people know they matter they get engaged with their job and they stay engaged with the job and organization. They know their efforts are appreciated and they know exactly how their efforts contribute to the organization and the other people who work there. 

When people know that they matter and that what they do makes a difference, they do it better. They are more committed. They care more about the “outcomes” they produce. 

So let me ask you this…and your answer is more for you than for me. Actually, your answer is for the people you lead. What, SPECIFICALLY, have you done in the last 7 days to SHOW one of the people you lead that they matter? How have you shown one (or more) of your people where and how their efforts impact the organization? What actions have you taken to make sure your people know they matter. 

Authentic Leaders don’t assume their people know any of that. They intentionally and consistently make the effort to show them. It is one of their top leadership priorities. 

Think about that. Put reminders in your calendar to remind yourself that showing your people that they matter is a big deal. It will pay substantial dividends for your organization and it will be huge for your people. 

Some of you know that I’ve been trying out something relatively new over on Twitter. It’s called SuperFollow. That means I post some tweets that are for subscribers only. The tweets I post for subscribers are video only. I post two each weekday, mostly on leadership but also sales and living a better life in general. I’m also way more available for questions from SuperFollowers than I can be for the million plus regular Twitter followers. The investment to see these “SuperTweets” is $4.99 a month, that’s about 17 cents a day. The videos continue to grow in popularity so clearly a lot of people think they are worthwhile. 

Not only can you invest in yourself with solid video coaching, you can also make a difference in the world too. All the income from my subscribers on Twitter go to help kids with Down Syndrome. 

Just click the purple “subscribe” button next to the regular follow button  on my Twitter profile page IN THE TWITTER APP or on a web browser. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and what topics you’d like to see me address.

Where Authentic Leaders Invest Their Time

Steve Keating 4 Comments

Authentic Leaders know that one of their primary responsibilities is developing future leaders. Leaving behind leaders who can step into their shoes is vital to the long term success of an organization. When you consider any of the “levels of leadership” models all of them require that a leader develop their successor, or a series of successors to achieve the level 5 status. 

Yet many leaders, even some very good leaders, miss that key responsibility. There are many reasons for that. One of the big ones is that they get caught up in the day to day managing of the organization and let their leadership responsibilities fall to the bottom on their priorities. Sometimes they can’t see the leadership candidates in their organizations. That is also a result of being too “busy” to actually lead. 

I remember a conversation several years ago with a Director of Sales for a division of a company. He was leaving his role as Director and moving into a new role within his company. Just before he left his current role he asked me to critique his performance. 

He was a good leader. His people liked him, and more importantly, respected him. He was results driven and he helped his people get better. You’re probably thinking that all sounds good, and it was. But there was one big gap in his leadership. 

So I shared much of the good things about his leadership. Then I shared the gap. As he left his current role there was not one person on his team of a dozen or so people prepared to step into his role. That was a huge failure of his leadership. I knew that most people who asked to be “critiqued” really want to hear that they are doing great. Most aren’t actually looking for constructive criticism, they are looking to hear they have no need for improvement. So he wasn’t exactly happy with my input. But it was 100% accurate. 

I finished up with the rest of what he was doing well as a leader and offered to help him develop leaders in his next role. As disappointed as he may have been with my feedback I’m happy to say he took me up on my offer. 

So where exactly does a leader find future leaders in their organization? In a word, everywhere. 

Many organizations have some sort of talent pool. This is a select group of employees targeted for development. I don’t know much about how that works because I’ve never been in a pool like that. But I do know this…once somebody is in that pool it seems nearly impossible to get them out. Conversely, it appears that once you’re passed over for the opportunity to swim in that pool you’re never getting in. 

And that’s where leaders, sometimes even very good leaders, make their biggest mistake. They assume that the people they need have a certain “look.” They are of a certain demographic. They talk a certain way and dress “the way” a leader dresses. 

Leaders who fall short in developing future leaders don’t realize their entire organization is a talent pool just waiting, hoping, and needing to be developed. When only a small group of “select” people are allowed into that developmental pool many potential leaders are overlooked. 

If the organization is lucky those potential leaders will leave the organization and go on to greatness somewhere else. If the organization is unlucky those potential leaders will allow their potential to be wasted by staying with the organization that doesn’t see their value. They become the disenchanted and disengaged employees who cost organizations limitless amounts of money. 

If you’re a leader and you’re wondering where to invest your time my answer is everywhere. At some point your future leaders will show themselves and you can invest extra time with them. But never stop working to grow ALL your people. Not everyone rises to the top with the same speed. Some people develop faster than others. 

People will surprise you. I’ve seen over and over some of the best swimmers left out of the talent pool because they didn’t “fit” someone’s preconceived notion of what a “winner” or a “leader” looks like. 

As a leader it is your responsibility to make sure that doesn’t happen in your organization. You can delegate the task of developing future leaders to your HR and Training Departments but you can’t delegate the responsibility. 

Remember that and your pool of potential future leaders will get a whole lot bigger. 

Are You a Leadership Fool?

Steve Keating 1 Comment

Some people like being fooled so much that when they can’t find somebody to fool them they will fool themselves. One group that fits into that category is people who somehow find themselves in leadership positions but are most definitely NOT leaders. 

They have no aptitude for leading. They have no leadership training. They have no interest in helping the people they are supposed to be leading. Their only interest is in claiming whatever title and perks come with the leadership position. 

They fool themselves into thinking they are actually leading when in fact they don’t even know what Authentic Leadership is. The worst part of fooling themselves is that it prevents them from growing into an actual leader.

If they were interested in actually leading they would learn the difference between managing and leading. They would learn that “things” can be managed but people cannot. They would discover that people need leadership. 

That would hopefully cause them to learn the characteristics of Authentic Leadership. They may even attempt to internalize those characteristics. Those characteristics include, in no particular order…

Self-awareness. Authentic Leaders reflect on their decisions and corresponding actions. They consider their own strengths and weaknesses with the goal of continuously improving their leadership skills. They accept responsibility for their decisions. While they frequently pass on compliments to their team you will never see them pass the buck.

Empathy. Authentic Leaders know that leadership comes from the heart. The relationships they develop with their teams can go very deep. They develop those relationships using empathy, listening skills and courage. 

Integrity. Strength of character is vital for an Authentic Leader. They say what they mean. People trust them because they honor their commitments. They work daily to earn the respect of their people. They understand that if their people can’t trust them then their people can’t follow them. 

Judgment. Authentic Leaders have great judgment. That doesn’t mean they are correct 100% of the time but they get the big decisions right. While making judgments about people they refrain from being judgmental. Authentic Leaders know the difference between the two. 

Listening Skills. Authentic Leaders know that can’t learn anything when they are talking. So they frequently listen more than they talk. They listen not only with open ears but with an open mind and an open heart. They are willing to consider ideas different from their own. They are willing to change their mind and their course when it makes sense. 

Consistency. Authentic Leaders are not fickle. They make principled decisions based on their Core Values. Their people know what to expect. They know that while they may not agree with every decision the decisions are made for the benefit of the team and organization, not only the leader. 

Vision. People want to know where they are being led. Authentic Leaders lead with purpose, vision and passion. They add value to the lives of the people they lead. Not only in their professional lives, but personal lives as well. They set high standards for themselves and the people they lead. They bring their vision to life in such a way that their people can see themselves in it. And they like what they see!

The greatest leadership “myth” of all is that a position or title makes someone a leader. Never never ever fool yourself into believing that myth. Leadership is serious stuff. It takes dedicated effort to develop yourself into an Authentic Leader. 

The rewards for helping people reach their full potential makes that effort very worthwhile. In fact, I’d challenge you to find one Authentic Leader who would say otherwise. And if they do they might just be fooling with ya.