In many cases, what is called “micromanagement” is really a wise leader giving direction to someone who has shown they still need direction. According to Ken Blanchard’s famous “situational leadership” model, a person who has not proven to be competent in a specific skill should receive “directing leadership” from the leader. Not to give direction to an underdeveloped team member is to neglect that team member.
So stop saying you are being micromanaged if one of these five things is true about you:
You are in a new role.
If you are in a new role, there are a plethora of things you do not yet know. A loving leader is going to provide direction to you during this season.
Your last boss would say you need direction.
If every leader you have had says you still need development in a specific area, you still need development. Or you can keep telling yourself that everyone but you is wrong.
You keep dropping the ball.
If assignments given to you are not handled well or if deadlines are missed, you still need close oversight and constant direction.
Those you serve alongside do not yet trust you.
A wise leader cares about your impact on the team as a whole. If the leader senses that others do not yet trust your contribution, the leader wisely presses into your area for the sake of the team as a whole.
You have not yet proven yourself to be trustworthy.
If you prove to be trustworthy with what you have been given, your leader is wise to hand more responsibility and freedom to you. If your leader continues to manage you the same way after you have proven to be trustworthy, then your leader is micromanaging you. If you have not yet proven yourself, your leader is not micromanaging you. Your leader is leading you.
