When looking at leadership roles, micromanaging has been painted as a negative trait that should be nipped in the bud. Delegation on the other hand is heralded as the best way to manage in organizations. Outside the business studies institute where the real world is, world renowned business leaders have used both these ways of leadership to their advantage. If you are a practicing mid-level or high tier manager and you were asked about delegation vs micromanagement. Which is more effective? What would your answer be? Here, you have both these methods of leadership looked at in depth to help you understand their true benefits.
Why Leaders Micromanage
One of the core reasons a leader will give you for micromanaging is the fact that they have the vision of the company at heart. In this, they feel the only way it can be actualized properly is when they are following up on every detail. This is especially true in startups. Another reason managers feel the need to be behind of every heel is when the team is green and needs hands on guidance to accomplish certain tasks while they learn at the same time. This is a very important part of getting on job training and can be a source of motivation for the employees from a leader who is rolling his sleeves and getting his hands dirty alongside them.
Why Leaders Should Not Micromanage
Micromanaging is touted as an industry evil for a couple of valid reasons. One of these reasons is the inability for a leader to trust his team to deliver without him actually pulling the strings. He becomes a puppet master simply guiding his team every step of the way. This stops any team player from taking up the company vision and running with it. Micromanaging, when misused, takes away the ability of the employees to function independently. It causes them to keep their personalities to themselves and only do as told. It also stops or prohibits the use of their talents or specialized skills, making them drones at work.
The Beauty of Delegation
Delegation is seen as the best way to lead a team. This is because it gives the employees leeway to deliver results using their own skills and decisive steps. Through independent reasoning an employee is able to do their part which has been assigned and left to their responsibility. This enables everyone to pull their weight in the company. It also allows for management to assess everyone’s performance on a level playing field.
Delegation functions to build an organization with everyone working as a semi-independent gear; yet in the same system, moving it to an eventual goal. When this style of leadership is used, it allows for the manager to play supervisory roles properly. This works for the benefit of all.
Is there a Co-relation between Delegation and Micromanagement?
It may seem like the two do not relate together but micromanagement when used appropriately functions to build a business, helping the leader to impart necessary skills and his company’s vision and goals to his subordinates. Micromanagement also enables the leader to assess everyone while working closely with them in order to know their strengths. This allows for him to in effect delegate properly. Used in good measure micromanagement can work to the advantage of the company. Caution is however required to keep it from being a dictatorial and pressure inducing style. In conclusion, as the company grows different aspects of the company will require micromanagement to be established. This makes for a strong and hands on leader, who knows every aspect of the business.