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“Creating Successful Leaders”

Category Archives: Leadership

August 2, 2023 5 Ways Micromanaging Hurts Your Team

Many leaders achieved their status through hard work, commitment, and perfectionism. Generally, these are positive attributes that can help lead to success. However, you can have “too much of a good thing,” particularly when it comes to perfectionism.

If your perfectionism helps you catch project flaws or edit reports, great. If it causes you to constantly look over your team’s shoulders, criticize, and take a narrow view of how things should be done…not so great.

How can these micromanaging tendencies hurt your team? Let’s talk about 5 negative effects and how to avoid them.

Stifled Creativity and Innovation

If your team is restricted to always doing things your way and from your perspective, you miss a huge opportunity for creativity and innovation. As a leader, you might have ideas about certain projects or initiatives, but you don’t necessarily have to voice those ideas right away. Instead, allow your team some time and space to brainstorm ideas and come up with potential solutions. This lets them feel empowered and invested in the project, and they just might come up with the company’s next million-dollar idea!

Lack of Problem Solving

When leaders micromanage, their team members start looking over their shoulders. They wonder if they’re doing things the right way, and if they’re meeting the leader’s approval. Because of this, the team will be disincentivized to seek solutions for any problems they encounter. They don’t want to get in trouble for doing things the “wrong way,” so they’ll inevitably turn to the leader for direction. This creates a culture of neediness instead of competent problem-solvers, AND it puts a lot more work on the leader’s plate, since they’ll have to constantly troubleshoot problems.

Diminished Trust

Micromanaging can erode trust and respect between leaders and their team members. When leaders constantly nitpick and micromanage every detail, employees can feel like their skills and abilities are not trusted or valued. If trust doesn’t exist between leaders and team members, that shakes the foundation of the entire team. Why would team members entrust their manager with sensitive information or confide any struggles or pitfalls to them if trust is absent?

Reduced Job Satisfaction

Nobody likes being micromanaged. It is frustrating, demoralizing, and can make team members feel like they are not trusted or valued. When team members feel like they have no autonomy or control over their work, their job satisfaction can suffer. This can lead to burnout, turnover, and a lack of motivation.

Waste of Time and Resources

Micromanaging is incredibly time-consuming. Leaders who micromanage spend significant amounts of time reviewing work, checking in with team members, and correcting mistakes. This can take away time from other important tasks. Additionally, when team members are prevented from making their own decisions and solving problems, they may come to rely too heavily on their manager. This can be a waste of resources if the manager or leader is needed elsewhere. Micromanaging might scratch your perfectionist itch, but it can have serious negative consequences for your team. No one wants someone constantly looking over their shoulder or telling them precisely what to do all the time. Instead, trust your people. Learn to let go a bit and allow your team to feel empowered, creative, and invested in their work through independent problem-solving and decision-making. By avoiding micromanagement, you can create a more satisfied, motivated, and productive team and foster a culture built on trust and respect.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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July 26, 2023 4 Unique Challenges for Female Leaders (and how to overcome them)

Since the start of my career, women have made incredible strides in the workplace. They are CEOs, leaders, entrepreneurs, innovators. They have fought for greater recognition, higher pay, and better opportunities. But despite our achievements, we still have a long way to go to truly achieve gender equality in the working world.

Let’s talk about 4 workplace challenges that are unique to women and how to overcome them. This article is meant to both empower female workers and increase awareness for male employees so they can become better advocates and allies.

Being Heard

It’s great to have a place at the table, but it doesn’t do much good if your thoughts and ideas are never heard. Women often complain of being interrupted or talked over during meetings. In some cases, their ideas may be initially dismissed but later stolen by a male colleague. Stacey Vanek Smith, author of Machiavelli for Women, says, “Getting interrupted is a small thing, but it’s also a powerful symbol of status in a workplace. On a more practical note, being heard is key to everything. If nobody hears your ideas, how are you going to get those ideas off the ground?”

What to do?

I have found that one of the best ways to bounce back from an interruption is to react right away. If a colleague cuts you off, speak up and say something to the effect of, “Hold that thought, Mike. I’m eager to hear your ideas, but I wasn’t quite finished. As I was saying…”

This approach keeps the interaction positive while turning the attention back on you.

If the interruptions are consistent and it’s difficult to handle them on your own, consider enlisting the support of an ally. This person can interject on your behalf with something like, “Just a sec, Mike. I liked what Gloria was saying and I don’t think she was quite finished. Did you have something to add, Gloria?” Strength in numbers really does work.

Getting Passed Over for Promotion

Though the number of women in leadership roles has increased over the past few decades, they are still underrepresented. According to a 2022 McKinsey survey, for every 100 men promoted to a first-level management position, only 87 women are promoted. And the discrepancy is even worse as we climb the ranks. As of this year, only 10 percent of Fortune 500 CEOs are women…and that’s a new record high. Far too often, women are passed over for promotion because of unconscious bias or because they are not assertive enough in promoting themselves.

What to do?

If you feel you are being passed over for a promotion, take a hard look at your performance and track record. If you truly are excelling in your role, seek out feedback from your manager and ask what you need to do to make yourself a strong candidate for promotion. Be assertive in selling your accomplishments and the value you bring to the company.

It’s also important to have mentors and sponsors who can advocate on your behalf and provide guidance on career development. Seek out women in leadership positions and build these relationships.

Balancing Work and Family

Women often face the challenge of balancing work and family responsibilities. This can be especially difficult when there are no policies in place to support work-life balance. Women are often the primary caregivers for children and elderly relatives, and this can make it difficult to balance a demanding career with family responsibilities.

What to do?

One of the most important things you can do is communicate with your employer about your needs. Ask about flexible work arrangements such as part-time work, job sharing, or telecommuting. If these options are not available, consider negotiating a flexible schedule that allows you to adjust your hours or work from home when necessary.

It’s also helpful to build a support system outside of work that can help you manage family responsibilities. This can include family members, friends, or professional resources such as daycare providers.

Receiving Lower Pay

The gender pay gap has closed somewhat in recent years, but it still exists. The Department of Labor reports that women are paid 83.7 percent of what men are paid, and that figure is even worse for women of color. Even when a woman has the exact same job title and responsibilities as a male counterpart, she is often paid less. This can be frustrating and demotivating, but there are steps you can take to address this issue.

What to do?

If you suspect you are being paid less than your male counterparts, do some research to find out what others in your industry with similar experience and qualifications are being paid. Use this information to negotiate for a higher salary.

It’s also important to speak up about pay disparities and advocate for yourself and your colleagues. Don’t be afraid to have candid conversations with your employer or HR representative about this issue. Organizations that are committed to diversity, equity, and inclusion should be willing to address pay disparities and take steps to close the gender pay gap.

It’s important for women to be proactive in addressing the challenges they face. This includes being assertive in meetings, seeking out feedback and mentorship, communicating with employers about work-life balance, and advocating for fair pay. By taking these steps, women can work towards achieving greater equity and success in the workplace. Remember, progress takes time and effort, but it’s worth it—both for your wellbeing and to pave the way for future generations.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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July 19, 2023 5 Traits of a Highly Effective Leader

If you’ve been lucky enough to work for an excellent leader, you know what a game changer it can be. You feel energized and motivated to come into work. Your role is clear, and you understand how it fits into the bigger picture. If any problems arise, you know you can discuss them candidly without fear of belittlement or retribution. But what traits, specifically, mold someone into a leader like this? And how can you become such a leader?

In my experience as a leadership coach, I’ve identified several traits that make a good leader (I discuss ten of them in my book The Ten-Minute Leadership Challenge and elaborate on these traits in my online course). Though there are many personal attributes that contribute to effective leadership, I’d like to focus on 5 of them in this article.

These 5 traits are essential—a great starting point for anyone who is hoping to up their leadership game. Keep them in mind and work toward embodying each one. Like anything in life, this takes good self-awareness, intention, and practice.

Clarity

An effective leader makes clarity a top priority—clarity in communication, expectations, problem solving, and more. Without clarity, a leader’s team may become confused and frustrated, leading to decreased productivity and morale. A leader who prioritizes clarity takes the time to articulate goals and expectations, communicates regularly and transparently, and provides the necessary resources for their team to succeed.

Authenticity

Have you ever worked alongside someone who tended to exaggerate, or always seemed to be putting on a show, or only told partial truths? Many of us can sense when someone is not being forthcoming or genuine. As a leader, it’s important to be true to yourself and your values. Authenticity means being honest and transparent, admitting when you don’t know something, and daring to be yourself (flaws and all!). When a leader is authentic, team members tend to show greater trust and respect, which can create a culture of openness and collaboration.

Advocacy

A good leader advocates for their team members and makes sure everyone feels respected and included. Inclusivity is vital to a healthy work environment. A leader who advocates for their team actively listens to feedback and concerns, takes them seriously, and acts to address them. They give credit where credit is due and offer constructive criticism and support when needed. If a project fails or produces a less-than-perfect outcome, an excellent leader does not throw their team under the bus, but instead shoulders the responsibility and reframes the failure as an opportunity to improve and learn from mistakes.

Reliability

If you expect your team to be reliable, you have to lead by example. That means following through on commitments, meeting deadlines, and doing what you say you will do. A reliable leader establishes trust by consistently delivering high-quality work and keeping their promises. They are dependable and consistent, which generates a sense of stability and confidence among team members.

Courageousness

Effective leaders do the right thing, even when they know it will be difficult. That might mean having the courage to admit when you’re wrong, changing directions when a project isn’t working, or standing up for your team. It’s important to note that courage is not the absence of fear, but the ability to act in spite of it. A good leader takes calculated risks and doesn’t shy away from difficult conversations or decisions. They are willing to face criticism or pushback if it means doing what’s best for their team or organization.

These 5 traits are not the only ones that make a great leader, but they are certainly crucial. By focusing on clarity, authenticity, advocacy, reliability, and courageousness, you can build a strong foundation for your leadership brand. Keep in mind, these traits are not innate qualities that some people simply possess and others do not; they can be developed and strengthened over time with practice and self-awareness. With dedication and effort, you can become the kind of leader that inspires and motivates others to be their best selves.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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