Trust in Action: The Best Antidote to Micromanagement. (The Worksheet)

We can all agree that micromanagement is bad. 

You don’t think you do it. And if you do, you wish you didn’t. But let’s be honest—it’s tough to let go.

Start clarifying your role: what are the projects and decisions you should focus on? 

What about your team—what key goals and outcomes should each employee be achieving?

Stop micromanaging

The first step is to accept that you are not the one doing the job. 

And somebody else might do it differently from how you would. That doesn’t make it wrong. 

You should pay attention to:

• The outcome of the work
• The behaviors of the employee 

And the employee should be the one paying attention to the activities they perform. 

Start leading

If you’re double-checking every step of an employee’s work, you’re doing the same job twice. 

Instead, start by clarifying your role: what are the projects and decisions you should focus on? 

Then, shift your attention to your team—what key goals and outcomes should each employee be achieving?

Match strengths to roles

Have an open conversation with your employees about their strengths and goals. 

Use this week’s worksheet to align those strengths with the outcomes and behaviors you expect. And next time get it right from day 1. See next week’s worksheet for more on that.

What next

Or contact me to host a half-day workshop  where everyone comes together to set three clear, actionable goals. (click for pricing).