01.14 - How Micro-Managers Depower Human Systems
What Motivates Micro-Managers?
They usually tell you it's because they are thorough or have high standards. The truth is simpler -- they have a high need for control out of a sense of fear or a need for recognition.
Micro-managers tend to believe that they are the only ones who can get things "right" which can show up for others as arrogance, ignorance or black and white rigid thinking.
The picture of the marionettes' life-less-ness captures the impact that micro-managers can have on human systems.
The Big 4 Empowering Practices
1. Establish Dependable Communication Vehicles with your people. (This includes consistent, accurate and timely vehicles that are not postponed or cancelled.)
2. Create Transparency by including everyone in open and direct communications.
3. Prioritize Continuously. Communicate those priorities. Consistently communicate goals, objectives and success indicators. Hold people accountable to the success indicators and coach them when they do not meet expectations. Don't do their jobs; create the clear standards by which they can do their jobs well.
And as Kathy Claytor says,