Don’t micromanage.

Micromanaging is a death sentence. It is the kiss of death to any relationship. Micromanagers are not good at spotting potential, they are not good at spotting hidden talent, and they are not good at managing talent. They are not good at recognizing and nurturing potential because they are too busy focusing on the here and now. They are like the bureaucrat who is so focused on the rules that he cannot see the opportunity around him. They are like the boss who is so focused on the immediate problem that he cannot see the bigger picture. They are like the coach who is so focused on the short-term victory that he cannot see the long-term developmental needs of the player.

Micromanagers fail because they are always trying to fix the details of performance. They focus on the problem, not the solution. They are constantly telling people what to do and how to do it. They are always trying to put out fires. They are not good at spotting potential because they do not have the time to focus on the task and the person. They are not good at spotting hidden talent because they are too busy focusing on the task at hand. They are not good at managing talent because they are so focused on the problem of the moment that they cannot see the potential of the person.

Great managers are great delegators. They are great judges of potential. They are great at spotting hidden talent. They are great at seeing the big picture. They are great at identifying the right person for the right project. They are great at recognizing and developing potential.

GamdAi Media
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  Photo by Andrea Piacquadio.