MICRO-MANAGEMENT (PTLDev) - YouTube

hello this is Wale' or I am Wale' Aka-Bashorun. The topic for today's

blog is micromanagement. In my humble opinion and experience one of the most

misunderstood and misused terminologies in the workplace. There are three things

that I strongly believe around micromanagement. First one is no manager

wants to be labeled as such. The second one is micromanagement is no bueno

for all involved and by the way that's Spanish for no good... from the employees

perspective it's demoralizing it frustrates it stifles their creativity

to name a few. From you, the manager's perspective, it probably is going to be a

waste of your time or could be a waste of your time not to mention the fact that by

micromanaging you may be creating an environment where nothing gets done

without your direct involvement and oh by the way if you think that's a good

thing there'll be another video about that

coming soon. The third point that I strongly believe around micromanagement

is it doesn't matter what your intentions are and I say that because I

do believe some micro managers out there come from a good place they have the

experience they have the success so they want to go about telling everybody how

to do something go back to point number two no bueno

wikipedia defines micromanagement as a management style whereby a manager

closely observes and/or controls the work of their subordinates or employees

micromanagement is generally considered to have a negative connotation a simple

enough definition what I will add to that is especially if the person that

you monitor in their work and giving them direction has a history of

successfully completing that task or have the necessary experience or skill

set to do it without you involvement that's when it really gets fustrating

here's the flipside because of this fear of being labeled as a micromanager,

especially for newer less experienced managers, it poses a conundrum and that

conundrum is they may now shy away from giving direction when it is necessary and

needed and I'll give you a personal example of what I mean by when it's necessary

and needed. In college I was a decathlete and also a soccer player so when I

decided to take up the challenge of playing golf I had really high

expectations of myself. Where did this high expectations come from? Well the

golfers I watched growing up did not look like decathletes or soccer player

that has since changed. The golfers today are superior athletes but back

then, you know, they were not ! you know so I thought it was going to be a breeze

well you know how this story ended I was awful at golf to the point where I

almost gave it up well after overcoming my stubbornness I finally went to see a

professional instructor who micromanaged me on how to learn this game and I joke

about that obviously but they told me how to hold the club how to take away

how to swing they watched me do it over and over again and I listened to every

single thing they said. So here is my point the next time you as a manager

want to tell people exactly how to do something and provide oversight for them

I want you to ask yourself this question am i giving this person the necessary

direction to be successful? or am i micromanaging them? choose wisely