Have you ever worked for a micro manager? How depressing it becomes. You know you will never live up to their expectations and whatever you do they’ll just redo it at some point or stand over your shoulder telling you what they want you to do – step by step. When that happens you feel like saying to them, “Why don’t you just do it yourself?”
Leadership requires trust. Now, if you’re a person of faith, then what I just said is a no brainer. However, I’m not talking about just trusting God. We do need to place our trust in God. I’m talking about trusting your staff. When we place our trust in those who work for us, we inspire confidence in them. When we hire someone to do a job, it’s our responsibility as leaders to provide them with the resources they need to do the job – and then let them get on with it. Now, you might ask, “What if they do it wrong?” Well, so what? If and when that happens, you go back over it with them, help them fix it and then guide them through the process of learning what could have been done differently to produce a different outcome. This is especially important if you’ve hired someone who has moved up to a new level of leadership and is experiencing some situations for the first time.
Obviously, trust is something that grows as people learn to do a job and you learn to let go and let them get on with it. However, when you place your trust in someone, you have to be willing to accept that they might fail in their task. That’s the scary part. Now, it’s a bit different if you’ve hired someone who you know has experience to do a job and then through carelessness makes a mistake of huge proportions. Well, you know that you’re going to have to do something about that! However, in the day-to-day tasks that our staff must perform – from the front end employee to the supervisor – we need to trust them to do the job.
Micro managing your staff is counter-productive. It says, “I don’t trust you.” It also says, “You’re not good enough.” That is not the kind of message that will help others develop and grow in their jobs. It’s also an indication of a deeper problem – perfectionism. There’s a difference between wanting to do a good job and needing it to be so perfectly done to our specifications that no one wants to work for us.
We need to learn to let go.
I’ve been off on sick leave for four months now and it is the first time in a very long time that I’ve been able to be away without having to worry about what is going on at work. That’s because I placed my trust in my management staff. Did they do everything perfectly while I was gone? Probably not. However, they did a good job and held their own through some difficult situations. When they needed guidance, they called the right people. When they needed to act on something, they did so. When they needed to wait for me to return, they waited. They carried on as if I were there and kept up the momentum.
However, I had to let go.
God placed His trust in me by giving me the responsibility for our ministry. I then passed it on.
Pass it on!
I have a great staff! Check them out: http://www.caringplace.ca/who-we-are.html