Comments on: It’s OK to Micromanage . . . Sometimes http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/ Entrepreneurial Leadership and Management . . . and Other Stuff Sun, 05 Feb 2012 18:29:00 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Michael Cusack http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-107123 Michael Cusack Thu, 09 Jun 2011 18:00:00 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-107123 Different Perspectives Two individuals with PHDs in Industrial Psychology recently highlighted the issue of micromanagement. They focused on the obvious problems of over-managing capable professionals, but also touched on the reality that some claims of micromanagement are false. In some cases employees perceive being “aggressively managed” either because they are incompetent, or simply do not like being managed (this point of view is presented at http://www.transassoc.com/whatismicromngt). Different Perspectives

Two individuals with PHDs in Industrial Psychology recently highlighted the issue of micromanagement. They focused on the obvious problems of over-managing capable professionals, but also touched on the reality that some claims of micromanagement are false. In some cases employees perceive being “aggressively managed” either because they are incompetent, or simply do not like being managed (this point of view is presented at http://www.transassoc.com/whatismicromngt).

]]> By: 2-Speed » Don’t Be a Deadfoot Manager http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-70864 2-Speed » Don’t Be a Deadfoot Manager Wed, 13 May 2009 21:02:36 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-70864 [...] only does managerial style need to change for each individual being managed (see It’s OK to Micromanage . . . Sometimes), but it needs to be further adjusted situationally.  At times, a different style is needed to [...] [...] only does managerial style need to change for each individual being managed (see It’s OK to Micromanage . . . Sometimes), but it needs to be further adjusted situationally.  At times, a different style is needed to [...]

]]> By: Will http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-59355 Will Mon, 16 Mar 2009 00:14:38 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-59355 Chloe, I don't really know what you're asking. If you are micromanaging your assistant and they are still not performing, it's likely that you either still have not communicated issues and goals well or, more likely, the person can't cut it and may need to be replaced with someone who can. I hate to sound like Sun Tzu here, but nice and well-intentioned are great, but in the end, workers are judged by what they get done as well as how they do it. Hope that helps. Chloe,

I don’t really know what you’re asking. If you are micromanaging your assistant and they are still not performing, it’s likely that you either still have not communicated issues and goals well or, more likely, the person can’t cut it and may need to be replaced with someone who can. I hate to sound like Sun Tzu here, but nice and well-intentioned are great, but in the end, workers are judged by what they get done as well as how they do it.

Hope that helps.

]]> By: Will http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-106117 Will Mon, 16 Mar 2009 00:14:00 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-106117 Chloe, I don't really know what you're asking. If you are micromanaging your assistant and they are still not performing, it's likely that you either still have not communicated issues and goals well or, more likely, the person can't cut it and may need to be replaced with someone who can. I hate to sound like Sun Tzu here, but nice and well-intentioned are great, but in the end, workers are judged by what they get done as well as how they do it. Hope that helps. Chloe,

I don’t really know what you’re asking. If you are micromanaging your assistant and they are still not performing, it’s likely that you either still have not communicated issues and goals well or, more likely, the person can’t cut it and may need to be replaced with someone who can. I hate to sound like Sun Tzu here, but nice and well-intentioned are great, but in the end, workers are judged by what they get done as well as how they do it.

Hope that helps.

]]> By: Chloe http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-59267 Chloe Sun, 15 Mar 2009 02:22:37 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-59267 so, can someone give me advice? I am a high acheiver who has a great boss, however , I know she tends to micromanage sometimes which can occasionally lead to grief as she is not always fully aware of the groundwork I have done. I also have a support person who assists me for one day a week, a happy soul with the best personality, who unfortunately gets very distracted and quite often doesn't complete a task or does not handle it the way it needs to be. If i have time off I come back to work to find that I have nore work to do or there is no information relating to things which have happened in my absence. I feel like I am micromanaging him, but I also need to follow up to make sure that my deadlines are met so, can someone give me advice? I am a high acheiver who has a great boss, however , I know she tends to micromanage sometimes which can occasionally lead to grief as she is not always fully aware of the groundwork I have done. I also have a support person who assists me for one day a week, a happy soul with the best personality, who unfortunately gets very distracted and quite often doesn’t complete a task or does not handle it the way it needs to be. If i have time off I come back to work to find that I have nore work to do or there is no information relating to things which have happened in my absence. I feel like I am micromanaging him, but I also need to follow up to make sure that my deadlines are met

]]> By: Chloe http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-106116 Chloe Sun, 15 Mar 2009 02:22:00 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-106116 so, can someone give me advice? I am a high acheiver who has a great boss, however , I know she tends to micromanage sometimes which can occasionally lead to grief as she is not always fully aware of the groundwork I have done. I also have a support person who assists me for one day a week, a happy soul with the best personality, who unfortunately gets very distracted and quite often doesn't complete a task or does not handle it the way it needs to be. If i have time off I come back to work to find that I have nore work to do or there is no information relating to things which have happened in my absence. I feel like I am micromanaging him, but I also need to follow up to make sure that my deadlines are met so, can someone give me advice? I am a high acheiver who has a great boss, however , I know she tends to micromanage sometimes which can occasionally lead to grief as she is not always fully aware of the groundwork I have done. I also have a support person who assists me for one day a week, a happy soul with the best personality, who unfortunately gets very distracted and quite often doesn’t complete a task or does not handle it the way it needs to be. If i have time off I come back to work to find that I have nore work to do or there is no information relating to things which have happened in my absence. I feel like I am micromanaging him, but I also need to follow up to make sure that my deadlines are met

]]> By: 2-Speed » When “We” Are “They” http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-57445 2-Speed » When “We” Are “They” Sat, 21 Feb 2009 14:37:47 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-57445 [...] (always remembering that management style needs to change for each person being managed – see It’s OK to Micromanage . . . Sometimes).  That way, success or failure is theirs, not management’s.  This creates buy-in [...] [...] (always remembering that management style needs to change for each person being managed – see It’s OK to Micromanage . . . Sometimes).  That way, success or failure is theirs, not management’s.  This creates buy-in [...]

]]> By: Don’t Be a Deadfoot Manager « 2-Speed http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-56280 Don’t Be a Deadfoot Manager « 2-Speed Wed, 04 Feb 2009 10:02:26 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-56280 [...] only does managerial style need to change for each individual being managed (see It’s OK to Micromanage . . . Sometimes), but it needs to be further adjusted situationally.  At times, a different style is needed to [...] [...] only does managerial style need to change for each individual being managed (see It’s OK to Micromanage . . . Sometimes), but it needs to be further adjusted situationally.  At times, a different style is needed to [...]

]]> By: Shut up, and Do as We Say « When Harlie Was One http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-55640 Shut up, and Do as We Say « When Harlie Was One Wed, 28 Jan 2009 18:48:08 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-55640 [...] source “Why is micromanagement considered a [...] [...] source “Why is micromanagement considered a [...]

]]> By: Will http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-45818 Will Wed, 12 Nov 2008 12:49:57 +0000 http://www.2-speed.com/2006/12/its-ok-to-micromanage-sometimes/#comment-45818 CarilloBeavor@aol.com, My guess is that you know the answer here. "Hoping" that someone will quit to solve a problem is never a solution. A manager has to be proactive and make things happen. As such, assuming your GM has had discussions about the problem with the AGM and created a plan to resolve any issues, the AGM should be fired. It sounds like there are some political issues. Perhaps the AGM is connected with upper management? If so, this can be a tough situation for the GM, of course. If the upper management is any good at their jobs, they would be delegating this responsibility to your GM and not interfere. It always make sense for your GM to bring them into the loop and make them part of the solution first, rather than having to explain why he fired the AGM later. In any case, action is ALWAYS better than inaction. If the AGM is a real problem and avenues to resolve the problems have already been pursued, then there's really no choice. It's all in *how* it's done. Hope that makes sense. CarilloBeavor@aol.com,

My guess is that you know the answer here. “Hoping” that someone will quit to solve a problem is never a solution. A manager has to be proactive and make things happen. As such, assuming your GM has had discussions about the problem with the AGM and created a plan to resolve any issues, the AGM should be fired.

It sounds like there are some political issues. Perhaps the AGM is connected with upper management? If so, this can be a tough situation for the GM, of course. If the upper management is any good at their jobs, they would be delegating this responsibility to your GM and not interfere. It always make sense for your GM to bring them into the loop and make them part of the solution first, rather than having to explain why he fired the AGM later.

In any case, action is ALWAYS better than inaction. If the AGM is a real problem and avenues to resolve the problems have already been pursued, then there’s really no choice. It’s all in *how* it’s done.

Hope that makes sense.

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