She Always Tolerated This From Her Boss
Have you ever felt frustrated at the end of the day because your boss has been looking over your shoulder and micromanaging your work? You are starting to doubt your ability and you want it to stop.
Micromanaging a team member or fellow colleague can lead to low morale, increased absenteeism, and also bad behavior in the office like gossiping.
Let me Tell you a Story
Donna was a team leader within her existing company. She took pride in her work ethic, and was excited to be considered for a promotion within the company. She was excited as today she would find out if she was appointed the new role within the company as a senior leader. The phone rang and as she answered it, she draw in a deep breath, feeling a little nervous as she hoped to hear the words of "Yes you got the promotion". Instead she found out that an external candidate was chosen over her.
Her heart sunk and her eyes started to tear up. She really hoped that at last it was her time to be noticed within the company. She felt so let down and started to hold onto some resentment towards the new senior leader. And the new leader started to micro-manage her. She couldn't understand why, and her morale started to spiral down. She called into work taking sick leave, and simply didn't enjoy working in the company anymore. This top performer within the company was not meeting expectations and this was being noticed by the newly appointed senior leader.
The Problem: Why do bosses micro-manage?
I believe the root cause of the issue is that they want to stay in control. This issue also shows up around delegation. Your boss may be simply feeling insecure within their role and knowing exactly what everyone is doing is helping them to feel safe.
Now the new senior leader was not seeing Donna as a High Performer as she had literally dropped the ball.
The Solution: Build Trust & Creditability
One of the proven ways to get your boss to loosen the reins around micro-managing is you show that you can be trusted and that you have creditability. Remember it is important to focus on what you have control over, instead of focusing on trying to change other people. This is the first mistake that is often made.
The boss is appointed into the position of being responsible for your performance. Therefore the focus needs to move to what can you do to show them that you can be trusted to meet expectations without their micro-managing.
Build Trust & Creditability
Be good at what you do
Ensure that you meet expectations around your work performance. Get your tasks completed to the level that demonstrates your competence levels. Remember that your attitude is also important and how you behave will be taken into consideration. Are you behaving in a way that will build trust and creditability with your boss?
Get your boss involved with what you are doing. This shows them that you know what you are doing and you are building a trustworthy relationship. Once you receive the feedback show appreciation and have open real conversations. The more you communicate the easier it is to bring up those difficult topics when you need to. Make your boss your ally.
High level of Integrity
Keep your word to yourself and others. Ensure everything that you say you will do, you actually follow through. This builds your reputation of a Women in the Workplace that can be trusted and that you have a high level of integrity
Be the person who lets go of grudges and resentment. These will just eat away inside of you. Life is too short to waste your time holding onto negative emotions. Instead have the "Ï can " attitude and be known as a positive & optimistic person.
Be approachable and solution focused and respect others the way that you would want them to respect you. You will be surprised how you can make ally's with a little honey instead of vinegar.
Donna worked with me as her coach. She gained some great insights and one of those were. When you start goals and the outcome is determined by others, then focus on the process and not the outcome. You see Donna needed to change her focus to position herself for the next promotion opportunity beforehand. This meant that others would notice how she handled disappointment and also her ability to raise up from diversity. She went on and gained many company awards and the promotions followed.
She had to change first, before others saw her full potential. It is about how you show up and your true character is revealed when things don't work out for you.
The above conversation is just an example of the types of conversations that are discussed in the lead with Confidence Club.
If you are wanting to step into your own personal power and have the ability to have these types of conversations, then the inner circle is a perfect for you.
Join the Lead with Confidence Club
Surround yourself with a community of women who understand you as a workplace leader. Come along to the monthly masterminding sessions and bounce ideas off the community lead by Lee, to gain new perspectives and to get answers to your questions, so you can quickly move forward towards the solution of your existing challenge.
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