Influence, Don't Control: Striking the Balance as a New Leader
Leadership Lessons 2 | Building Effective Leadership Skills
Hi Friend!
Have you ever experienced a boss who constantly breathed down your neck, or closely oversaw your every move? Or maybe you've encountered a leader who seemed disengaged and showed minimal interest in your work as long as it was completed on time. These extremes represent ineffective leadership styles. In this blog post, we will explore the importance of striking a balance as a new leader, focusing on the effects of micromanagement and the perils of being too hands-off. By learning to influence rather than control, we can foster productive and motivated teams.
Micromanagement: The Pitfalls of Control
One extreme end of the leadership spectrum is the micromanager. These leaders exhibit a need to control every aspect of a task, leaving little room for creativity or autonomy among their team. By stifling employees' creative abilities and insisting on having the final say, micromanagers hinder the success and efficiency of their teams. When I was promoted into a leadership role, an experienced boss shared valuable advice with me: "Always hire someone who is better than you." This resonated with me, highlighting the notion that leadership is not always about being the best at a job but rather providing guidance and mentorship to help others reach greatness.
Balancing Knowledge and Guidance
It is essential for leaders to possess a comprehensive understanding of their employees' responsibilities and duties. Having worked their way up through the company, they gain valuable insights that enable them to effectively guide their team members. However, it is equally important for leaders to avoid becoming overbearing by micromanaging and dictating how tasks should be done. Employees resent bosses who cannot perform their own jobs and then proceed to dictate how others should do theirs. Striking a balance means offering guidance without stifling creativity and allowing employees the freedom to excel.
The Dangers of Being Too Relaxed
On the opposite end of the spectrum, we find leaders who appear excessively relaxed or too focused on their own tasks to effectively lead. Regardless of the reasons behind their behavior, the result remains the same: employees who slack off and others who feel unchallenged will ultimately leave the organization. This section is not intended to point fingers, but it is important to acknowledge that some employees will do the bare minimum if they believe they can get away with it. While this reflects more on their character, it also diminishes overall efficiency and creates a false sense of accomplishment.
Nurturing and Challenging Employees
Retaining top talent is a challenge for any organization. Ambitious and driven employees constantly strive to improve and take on additional responsibilities. However, if these employees are managed by lackluster leaders, they are likely to seek better opportunities elsewhere. They require nurturing, direction, and recognition for their efforts. Effective leaders strike a balance by demonstrating trust in their team members' abilities while challenging them to grow and excel. This approach ensures employee engagement and reduces the risk of losing valuable talent.
The Journey to Effective Leadership
Having experienced both types of bosses in the past, I have come to appreciate the tremendous impact a good leader can have. Remarkable leaders advocate for their team members, provide unique opportunities, and challenge individuals to become better versions of themselves, both personally and professionally. As I strive to emulate these exceptional leaders, I am mindful of avoiding the habits of a poor leader. I firmly believe that leadership is about influence. While still learning to lead effectively in a professional business setting, I constantly keep this idea at the forefront of my mind.
Striking the Balance
Learning to influence without controlling or being too relaxed is an ongoing balancing act. It involves instilling trust in employees to carry out their responsibilities while also challenging them to surpass their own expectations. As a leader, it is my responsibility to find this balance and execute it effectively. As always I’m open to discussion and suggestions from leaders new and experienced. Let’s become better leaders together.
Very well said, Larry!