Micro-managing your team can lead to a massive breakdown of trust. Employees feel disempowered, their imagination becomes stifled and productivity plummets.

Could this be you?

• Do you focus on the details instead of the big picture? 
• Is it your way or the highway?
• Do your teams tend to play it safe?
• Do you trust that your teams can do the job?
• Is all your checking, monitoring and rework becoming all-consuming?

If you answered “yes” to any of these questions, you may want to begin the process of letting go. When you can’t trust your teams to do their job, it won’t be long before that actually comes true. Not much good can come from a micro-management style of leadership. No time like the present to let it go.

While you may manage people – are you actually leading, inspiring and building trusted followers? There is a big, yet subtle difference between managing and leading.

Managers have employees; Leaders win followers.
Managers try to be heroes; Leaders make heroes of others.
Managers take credit; Leaders take responsibility.
Managers accept the status quo; Leaders challenge the status quo.
Managers rely on control; Leaders trust and let go.

The question to ask yourself is – Am I Managing or am I Leading my team? It’s good to have characteristics in both buckets. Just know when to Manage....and when to Lead.