Module eight, trusting your team. When you lead others, you will find that they will rise and fall to the expectations you set for them. If you trust your team and act to be worthy of their trust, they will strive to be worthy of your trust. dangers of micromanaging one of the most difficult habits to keep under control when leading others is the tendency to micromanage. As someone who has a great deal of responsibility within your organization as well as being emotionally invested. It is tempting to try to do it all yourself.

However, micromanaging even for the most tireless of managers is the kiss of death and being an effective leader. The dangers of micromanaging are massive manifold. Your employees will come to resent all Always having you looking over their shoulders, which can undermine whatever other positive qualities you have going for you as a manager. Another tragic consequence of micromanaging is that you start your employees growth. In order for each employee to become the best they can be. You have to encourage them to find their own way.

Sometimes, they may not do something in the same way that you would, and you're standing aside may result in their failure. Keep in mind, however, that failure is often a prelude to success. allowing an employee to make a mistake is akin to allowing that employee to grow and become better. Here are some suggestions to help you avoid the temptation to micromanage. Develop a rule where employees can not come to you with a problem unless they have also thought of two solutions to that problem. While having an open door policy is helpful and building a rapport with your employees, it is useful in serving the needs of your employees.

You must consider how useful you are being to those employees if you stand in the way of the growth. Consider limiting your employees access to you in some ways. One possibility is to allow a certain time of the day for open access. Well, other times of the day are reserved for appointments only. A third suggestion is to resist the urge to jump into any sign of difficulty. Instead, count slowly to 10 and consider whether this is one of those times where your help is truly necessary.

Versus one of those times when helping your employees you're actually hurting them. delegation and anxiety what frequently stops us from delegating responses abilities to our employees is the fear that they may fail us. However, this distress of your employees can be more damaging than failure itself. living in fear keeps our lives in a holding pattern, and we never grow or allow others to grow. There is no reason to be afraid of failure because it is inevitable. If however, we are able to view failure as a learning opportunity, then we can become more comfortable with the idea and learn to take risk.

Here are some suggestions to help you manage your ideas about delegation. Write down your concerns rather than voicing them or allowing them to swirl in your head. This can help to ventilate anxieties. manage your stress levels to exercise. When you do this regularly, you will tend to feel better physically which gives emotions such as anxiety less room to take home. Meditate regularly to practice staying in the present.

Worrying is a future oriented activity but one over the other may have little control. Appreciate and celebrate healthy progress over perfection. Our notion of a perfect situation, a perfectly performed task or any other number of perfect things that we can imagine is actually a linguistic construction. Actual perfection is something that is completely beyond our control. Learn to recognize and counteract magnification, a distorted thinking pattern where you imagined the worst possibility as the most likely possibility. Often when you feel the grips of an arousal in emotions, such as anxiety, you tend to think in shorthand And images rather than complete sentences identifying this shorthand, converting it into complete sentences and investigating the logic of that can help you lessen your feeling of anxiety.

For an example, when you delegate an important task to an employee your anxiety over the situation my problem shorthand such as failure disaster poorhouse translating this into a complete sentence might look like if my employees fail. I will be blamed for the worst possible disaster that can occur in this organization. Then I will be fired and go to the poorhouse. Now that you have translated the shorthand into a complete sentence, ask yourself if you will truly be fired over this. Often, you wouldn't have the level of responsibility you have if your boss says we're going to be so quick to fire you aces in their places. One of the more aspects of delegation can help limit your anxiety and you must delegate in a proper manner.

Delegating tasks blindly or randomly can turn disastrous if the person you have delegated a task to is not situated to that task. Fortunately, one reward of getting to know your employees is that you can gain an idea of what each employee excels at. By tailoring the task you delegate to your employees strengths, you put them in a better position to succeed, and their success is ultimately your success. Even if you will inevitably give them all the credit by putting your aces in their places you also foster a sense of belonging and the importance of each other of your team. If an employee knows that he or she She is in the role because you have handpick them for this will pay huge dividends and that person's own confidence which helps them to maximize her his performance. Celebrating success and oh order to get the most out of your employees it is helpful to foster a culture of mutual celebration of success.

And no success is too small to escape, such as celebration. take time out to recognize a job well duh, and you will encourage additional successes. cultivating certain emotions in your employees such as enthusiasm, optimism, confidence, and a tendency to be the victor in a situation will help them perform better and enjoy further successes.