INT 194 - Learning Not to Micromanage

Are you a leader who multitasks at different levels within the company? Letting others do their tasks can be hard when you know how things should be done.

This is called micromanagement, and even though you might mean well, you're really doing a disservice to your employees when you take over their tasks. Listen to this episode with my guest, Dana Mullins, on how to stop micromanaging as a leader and what to do instead to help your employees grow.

Dana's Leadership Journey

• Dana has always been drawn to leadership roles, starting from high school.

• She found her passion in human resources and had mentors who helped her grow.

• Over 25 years, Dana has grown with PenAir Credit Union from a department manager to a C-suite executive.

Defining Micromanagement

• Micromanaging is the inability to let go of tasks and responsibilities delegated to others.

• It often stems from a leader's comfort zone and desire to ensure things are done their way.

• Micromanaging frustrates employees, stifles growth, and ultimately harms the leader's own performance.

Advice for Those Being Micromanaged

• Take a step back and ask why it's happening; is it a trust issue or something you're doing?

• Have an honest, direct conversation with your leader about what you can do to build trust and show your capabilities.

• Correct any mistakes or shortcomings on your end to demonstrate your worthiness of trust.

Tips for Leaders to Avoid Micromanaging

• Look inside yourself and identify the reasons behind your micromanaging behavior.

• Get out of your comfort zone and focus on your own responsibilities at your current level.

• Trust that you have the right people around you to handle the tasks you've delegated.

Staying Motivated as a Leader

• Find something you're passionate about, whether it's your profession, hobbies, or volunteer work.

• Create a routine around the things you enjoy and stick to it.

• When life throws curveballs, allow yourself to grieve, then find a way to incorporate changes into your routine and maintain a forward focus.

“I relate this to whenever someone gets their first supervisor or their first leadership role, usually, they have come from a doer. They're comfortable with it and enjoy it, but now they've taken on different responsibilities. But because maybe that's uncomfortable, you're learning how to navigate that. You want to return to your comfort zone and keep your hand in that, even though you've now turned that over to someone else.” - Dana Mullins.

Resources

Dana Mullins on LinkedIn

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