Leaders build stronger teams by hiring for value alignment, articulating a clear purpose, granting autonomy, and removing obstacles. These four practices reduce micromanagement, boost engagement, and enable faster performance.
Give me the task. Get the heck out of my way and I'll get it done or I'm going to die trying. If you're hiring people into your workplace that have the same values as yours, which should align with the organization, you're going to remove all of that micromanagement that's necessary or that big brother watching because the trust is there because they have the same values as you do. So, values is hugely important and we have to make sure that we encourage that. The second thing we have to do is have a very clear why. Why is it that we're doing what we do within the organization? Who is it benefiting from? That comes into play with the alignment of the values of the individual as well. Those things alone start to remove any of the trust issues, any of the micromanagement. Give me the task. Get the heck out of my way and I'll get it done or I'm gonna die trying. That's how I am. And I needed that autonomy. The leaders that got the most out of me Recognized that and simply kept asking me, what's in your way? How can I support you? Remove the barriers of the people that you've hired that are getting in their way. And they're going to run a lot faster. And they're going to do a lot better. They're going to feel more engaged because you've told them the why of the organization. And they're going to do the job without you having to micromanage them.
