February 3rd, 2018
(written by lawrence krubner, however indented passages are often quotes). You can contact lawrence at: email@example.com
Whenever things are not progressing as expected, it is a natural instinct to fall back to micromanagement, but it seldom truly cures the ill. It’s probable that your team disagrees with your vision or its feasibility – and that you’re either not listening to their feedback, or they don’t think you’d care. It’s good to assume that most of your employees are as smart or smarter than you; barking your orders at them more loudly or more frequently does not lead anyplace good. It’s good to listen to them and either present new facts or work with them on a plan you can all get behind.
In some circumstances, all that’s needed is honesty about the business trade-offs, so that your team feels like your “partner in crime”, not a victim of circumstance. For example, we’d tell our folks that by not falling behind on basic, unglamorous work, we earn the trust of our VPs and SVPs – and that this translates into the independence and the resources we need to pursue more ambitious ideas without being told what to do; it’s how we game the system, so to speak. Oh: leading by example is a pretty powerful tool at your disposal, too.