Why have a team? It's all about sharing the workload and making the most of everyone's unique strengths.
To achieve this, it's important to empower your team members, encouraging them to be creative and confident in taking action.
When people feel empowered, they have the confidence to make their own decisions, which is exactly why they were hired.
If you want to make all the decisions yourself, what's the point of having a team?
Sadly, many leaders often fall into the trap of micromanaging due to their own insecurities.

The dangers

Micromanagement is when you try to oversee every tiny detail and step in a process.
If you find yourself doing this, you might be a bit of a control freak, trying to keep a tight grip on everything.
This approach can leave your team feeling unappreciated and stifle their creativity.
It also suggests a lack of trust in your team and can eat up a lot of your time—time that could be better spent on more important and productive projects.

Imagine someone full of talent and ambition, eager to make a real impact.
It's tough for them to shine if they're constantly being micromanaged by leaders who can't let go.
It's like buying a Porsche but driving with one foot on the brake—what's the point?

Reasons bad leaders micromanage

1. Arrogance

2. Previous experiences

3. No training

4. Fear

Arrogance:
Sometimes, when folks step into leadership roles, they might start thinking they're better than the rest. They might assume that their promotion or hiring means they know more than everyone else.
Every field has its experts, and getting promoted doesn't make you superior to your peers. It simply means someone had faith in your ability to do the job well.
Even if you are more skilled than your colleagues, there's no need to flaunt it.
Nobody enjoys working with someone who is full of themselves.
In fact, people often root for an arrogant person to stumble and fail.

Previous experiences:
In the past, some people might have felt let down.
Perhaps they allowed their team a bit too much freedom, and the results didn’t quite meet expectations.
But hey, that doesn’t mean it’ll be the same with your new team!
Remember, being a leader also means owning up when things don’t go as planned. That’s part of the job, and it’s why leaders often earn a bit more.
Leadership is all about emotional intelligence, or EQ, and having a high EQ can really help you assess your team effectively.

No training:
Many people who are good at their job get promoted to a management position without any training. Just because you’re great at your job doesn’t mean that you’ll be great at leading the people that are doing the job.

Being a great leader is about having interpersonal skills and having an understanding of human psychology.
In my opinion leadership can be taught if you have the character for it.
We can’t expect people to know how to lead if we don’t teach them how to do it.
Training future leaders is crucial, but many companies overlook it because they don't fully appreciate its significance.

Fear:
Fear might be another reason why some leaders try to have control over every detail.
I’m talking about the fear of being surpassed!
Someone who feels insecure might realize they're not quite the right fit for the job they've been given. It's only natural to worry about someone more capable coming along and taking their place, right?
It's pretty clear that this kind of leader probably shouldn't be in charge.

In conclusion

Micromanagement is a big reason why many employees decide to move on from their jobs.
It’s often said that people don’t leave companies; they leave their leaders.
Being micromanaged can feel really frustrating, especially when you’re eager to make a positive impact. It’s tough to feel motivated when every move is being scrutinized.

Some folks might think they have all the answers, but often, micromanagement stems from a leader’s insecurities.
These insecurities might be rooted in past experiences or a fear of being surpassed by someone more capable.
Whatever the cause, it’s crucial to invest in developing future leaders.
Simply promoting someone and assuming they’ll know exactly what to do isn’t realistic for most.
Even those with natural leadership abilities can benefit from some guidance and training.


Thank you for reading.