Tuesday, December 17, 2013

Mentoring V/S Micro Managing

Perceptive theory is also described as “"cognitive science" (e.g. any kind of mental operation or structure that can be studied in precise terms). This also applies to those who are responsible for managing large teams – people for their company. Studying new business domain and expected out come in precise manner before abruptly driving some strategies is mandatory requirement.

Perceptive theories are also known as concepts of personality that emphasize perceptive processes such as thinking and judging. This includes setting up of the expectations at a realistic – right level. Over optimism and depression, both are mind set issues however in every company; you will come across some amateur mid or senior level managers driving their teams with overly optimistic and unrealistic policies and spoil the work environment for everyone.

One of the most common mistakes some leaders make while managing people is that they go for micro managing people working under them. They use their designation and authority and spoil the whole working environment. They think that by creating an atmosphere of fear will push people and they will deliver good results however most of the time it end up damaging moral of the people.

Some people are like "born scientists" Their thought process is based on limited experience and they see the world through a particular lens, based on some uniquely structured systems of controls that they have used in past with some companies. They sometimes integrate systems based on their own personal mind frame which may not be suitable in dynamic business world where G.T.M. is different for the every business domain. They always anticipate future issues more than the future growth and keep the reasoning ready for under performance. By the time they realize their policies are misleading for the existing business situation, it is too late since “management mess” situation is already created by that time.

Factors like “micro managing” always affect performing employees much more than the non-performers. It does heavy damage to their goal-setting and self-controlling beliefs which leads to losing interest in their core activities. Even for new employees with limited domain knowledge-experience, micro managing creates high insecurity and fear which also prevent them to open up and use their creativity. In humanistic psychology, focus is mainly on subjective experiences of people as against forced, definitive factors that determine their behavior.

I have come across many such cases where the leader will micromanage people working below him, create atmosphere of insecurity, spoil the company environment and when it proves to be wrong in terms of growth achievement, they leave their own job after 2 to 3 quarters. This situation will damage the organization much more in terms of losing confidence of the performer / loyal employees into the organization.

Mentoring is always more effective option compared to micro managing however mentoring should always be aimed toward encouraging individuals to design ambitious goals and work toward them along with the recognition that there are external factors that may impact their achievements.

Effective mentor must have the ability to perform, demonstrate and set positive examples by themselves if they wish to earn respect of their team.

Bhartesh Sagar
December 18, 2013

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