Transitioning from managing a team to leading managers is no small feat. It requires a shift in mindset, skills, and approach. For new managers and seasoned team leaders, mastering this transition can lead to stronger teams, fostered innovation, and sustainable growth.
We sat down with leadership expert Darrell Hammond Sr. to dive into how to effectively make this transition without getting lost in the day to day on Growth Driver. This article will guide you through our conversation, helping you avoid the pitfalls of micromanagement and understand its impacts.
Understanding the Transition
Moving from being an expert in your field to managing a team is one evolution, but leading managers is an entirely different ballgame. It’s not just about overseeing tasks anymore; it’s about empowering others to lead effectively.
From Expert to Manager
When you first became a manager, your expertise was your anchor. It’s likely that you became a manager as a result of your subject matter expertise, because you knew the ins and outs of your domain and could troubleshoot any issue.
But as a leader of others or even other managers, your role expands beyond those expert capabilities. It becomes more about strategic oversight, providing guidance without dictating every step.
Developing Leadership Skills
Leadership development is crucial in this transition. Skills like strategic thinking, effective delegation, and emotional intelligence become paramount. Invest in learning how to inspire and motivate your managers, rather than just directing them. As Darrell explains, “it’s never too early or too late to start studying leadership.”
The Dangers of Micromanagement
Micromanagement is a common trap for new leaders of leaders. Its impacts can be detrimental, not just to your managers but to the entire organization.
Limits Innovation
When you micromanage, you stifle creativity. Your managers might become hesitant to suggest new ideas or take risks, fearing criticism. This limits innovation and can prevent the team from exploring new opportunities.
Erodes Trust
Trust is the foundation of any effective team. Micromanagement erodes this trust by making managers feel undervalued and scrutinized. Without trust, open communication suffers, and important issues may go unaddressed.
Hinders Development
Micromanagement doesn’t nurture growth. If you’re constantly overseeing every detail, your managers won’t develop the skills they need to lead effectively. This lack of personal development leads to disengagement and, ultimately, higher turnover rates.
Avoiding Micromanagement
To avoid micromanagement, focus on building a culture of trust and empowerment. A culture of trust encourages transparency, fosters collaboration, and ensures that everyone is aligned with the organization’s goals.
Here are eight ways you can avoid micromanagement and build a culture of trust and empowerment, regardless of where you are in your leadership journey;
1. Delegate Effectively
Delegation is not just about offloading tasks. It’s about entrusting your managers with responsibilities and giving them the authority to make decisions. This fosters a sense of ownership and accountability.
2. Set Clear Expectations
Be clear about your expectations and provide the necessary resources for your managers to succeed. Regular check-ins can help ensure alignment without micromanaging.
3. Foster Open Communication
Create a space where managers feel comfortable sharing their ideas and concerns. Regular one-on-one meetings and open forums can help maintain transparency and build trust.
4. Authentic Leadership
Authenticity in leadership means being true to your values and transparent in your actions. This builds trust and respect among your managers and their teams.
5. Accountability
Hold yourself and your managers accountable. This doesn’t mean punitive measures, but rather a commitment to high standards and continuous improvement.
6. Delegation with Empowerment
Delegation should come with empowerment. Ensure that when you delegate, you also empower your managers with the necessary authority and resources to execute their tasks effectively.
7. Continuous Learning
Leadership development is an ongoing process. Encourage both yourself and your managers to engage in continuous learning through workshops, courses, and mentorship programs.
Darrell comments that “if you don’t have different channels of new fresh information washing over you on a regular basis, don’t go around telling everybody you have 15 years of experience in your job. Because really you just have maybe one or two years of the same experience over and over for 15 years.”
8. Seek Feedback
Regularly seek feedback from your managers. Understand their challenges and address any concerns promptly. This not only helps in improving your leadership but also shows that you value their input.
Next Steps in Your Leadership Development Journey
Transitioning from managing a team to managing other managers is a challenging yet rewarding experience. By avoiding the pitfalls of micromanagement and fostering a culture of trust and empowerment, you can lead your organization to new heights. Remember, effective leadership is about continuous learning and growth. Stay curious, stay committed, and watch your team—and yourself—thrive.
For more insights, dive into the full conversation with co-hosts John Common, Anne-Marie Coughlin, and guest Darrell Hammond Sr. on Growth Driver.