At least 99% of the time, micromanagement is bad. It would be nice if we could wave a magic wand and break the cycle of micromanagement. It would be equally as nice if just recognizing that you were a micromanager was enough to change the behavior. While knowing is part of the battle, micromanagement is an addiction that requires effort to stop. There are several steps I have found useful that can be taken to breaking the addiction of micromanagement (more…)

Sometimes . . .

Micromanagement is a type of authoritarian leadership. In general, this form of leadership is harmful because the manager exerts excessive control and/or pays excessive attention to details. The subordinates of micromanagers have little to no freedom of thought or action. This form of management is stark and easy to recognize from the outside. However, it is often difficult to recognize in ourselves. There are several useful questions to alert a manager to the possibility that they are a micromanager. (more…)

Micromanagement is almost universally viewed as a poor management practice when it is recognized. Micromanagement rather than addressing the root cause of having to be directly involved in getting work done makes the problem worse!  The problem is that there is no single cause. Some of the most pernicious causes include: (more…)

Save Our Ship or maybe Save Our Team

Micromanagement is a type of authoritarian leadership. Merriam-Webster defines micromanagement “as managing with excessive control or attention to details.” In general, this form of leadership is harmful. In a software or business environment, a micromanager closely controls the work of their subordinates. Closely observing how work is being done and providing explicit feedback to change the subordinate’s behavior to meet expectations generates control. The subordinate has little to no freedom of thought or action. While this might (and I stress might), be an acceptable leadership style when disarming a nuclear weapon, it DOES NOT make sense in the business environment. If it were rare, we could constrain the discussion to footnotes, yet this form of leadership is not rare. (more…)