Helping team members excel

Many leaders, managers and supervisors fail because they cannot delegate or refuse to delegate. When the do delegate or assign a task to a subordinate they then continuously follow up and check on progress.

Checking on progress is important but hounding the subordinate and refusing to let them get on with the job is different.

Consider the following

You’ve given an important task to an employee. You have discussed the project and set and agreed the necessary deadlines and time frames. Do you let the subordinate do what you have asked or do you continuously follow up?

I am asking if you follow up at predetermined and agreed times or if you over manage and refuse to let the employee get on with the job. You keep asking for up dates and progress reports.

Are you a micromanager who just can’t let go and continuously follows up on the minute of details? Do you place too much emphasis on detail and take the idea of hand on management to the extreme? Are you in fact a control freak?

Ask yourself the following

Are you happy to delegate?
Do you allow subordinates to get on with the task assigned to them?
Do you continually correct minor details during a task or do you look at the big picture?
If a subordinate makes mistakes during a task do you take ownership back?
Do you allow others to make decisions or do you discourage them?

To be a successful manager you must learn to assign a task and then leave it to the subordinate to get on with it. Leave them alone until the deadline has been reached. Let your subordinates see that you trust them and encourage them to make the necessary decisions to fulfil the task. Allow them to be innovative and creative in performing the task and above all do not interfere no matter what. Learning by mistakes is probably one of the best teachers as long as the mistake is not going to incur excessive costs.

A great manager and leader will set others up for success. A great manager and leader will employ and enjoy working with people who are better than him/her.

Great managers and leaders will allow others to make mistakes and learn from them because it is in the process of making decisions, and living with the consequences, that people grow and improve.

If you feel you are a micromanager then be honest and admit this. Talk to your subordinates and tell them what changes you intend making and what sort of support you would like from them. As the subordinates for some feedback and show an interest in what they have to say. Listen without comment.

Once you have decided and agreed on the changes to be made give your subordinates the necessary space, encourage them by all means and let them get on with the job.


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