Micromanagement gets a bad rap—and for good reason. Nobody enjoys feeling like they’re under a microscope, with every decision questioned and every move second-guessed.
But let’s clear something up: not everything that looks like micromanagement is actually micromanagement.
Sometimes, what’s perceived as micromanagement is really an essential part of good leadership—a temporary but critical step in the process of developing people.
What Is Micromanagement?
Micromanagement happens when leaders involve themselves in areas that don’t need their attention. It’s born out of a lack of trust in a team’s abilities or independence. It looks like this:
- Hovering over capable team members who can handle their tasks without interference.
- Fixating on details that don’t contribute to the overall outcome.
Micromanagement stifles creativity, frustrates your team, and limits both individual and organizational growth.
What Isn’t Micromanagement?
On the flip side, stepping in to provide oversight or guidance when someone isn’t ready to work independently is not micromanagement—it’s intentional development.
As leaders, it’s our responsibility to help team members build their confidence and competence. Here’s how you do it:
- Set Clear Direction: Define what success looks like upfront.
- Conduct Frequent Check-Ins: Regularly assess progress and provide feedback.
- Offer Active Support: Be available to answer questions and remove obstacles.
This kind of leadership is especially vital for team members who are new to a role, project, or skill. Without your guidance, they might flounder.
How to Tell the Difference
It can be tricky to differentiate between micromanagement and good leadership. Use these five questions to evaluate your actions:
- Does this person need my help to succeed?
If yes, stepping in isn’t micromanagement—it’s leadership. - Am I involved in the right areas?
Focus on outcomes, not minor details that don’t matter. If you’re caught up in the minutiae, you’re micromanaging. - Am I teaching or controlling?
Good leadership equips and empowers. Micromanagement focuses on control. - What is my end goal?
Are you trying to feel secure by ensuring everything is done your way, or are you working to help someone grow into autonomy? - Is my involvement temporary or permanent?
Development involves temporary close oversight, but it should lead to independence.
Best Practices for Good People Development
To develop your team without slipping into micromanagement, use these strategies:
- Set Clear Expectations: Define what success looks like and communicate it clearly.
- Provide the Right Tools: Equip your team with the resources and training they need.
- Use Gradual Release: Start with more oversight, then step back as they gain confidence.
- Give Regular Feedback: Celebrate wins and offer constructive feedback to build momentum.
- Inspect Without Interfering: Follow up to ensure progress without micromanaging.
When to Let Go
Leadership is about empowerment. The goal is to develop your team members to a point where they no longer need your direct oversight. When someone consistently demonstrates competence and independence, it’s time to step back and let them lead.
Micromanagement stifles growth, but intentional development empowers it. By practicing thoughtful leadership, you’ll foster a team that thrives under your guidance and grows beyond it.
Call to Action:
Reflect on your own leadership practices today. Are you micromanaging or developing? Commit to thoughtful leadership that empowers your team to succeed.
Quotes for Inspiration:
- “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” – Jack Welch
- “Trust is the highest form of human motivation. It brings out the very best in people.” – Stephen Covey
Resources for Further Learning:
- The Five Dysfunctions of a Team by Patrick Lencioni
- Leaders Eat Last by Simon Sinek
- Article: An Easy Leadership Development Strategy You Can Put In Place Today!
One More Thing…
If you found this helpful, please pass it along to other leaders (and encourage them to subscribe!).
If you’re ready to accelerate your leadership, I’d be honored to help. Visit gavinadams.com to explore my systemic approach to leadership development and schedule a 30-minute conversation.
If you’re a church leader, be sure to visit the Church Accelerator Community.
Leading With You,
Dr. Gavin Adams
