I’ve had several interesting discussions after my last post advocating the benefits of giving more freedom to your employees, staff, etc. As a result, I’d like to explore the flip side of the coin.
Most people are probably not aware of the tunneling effect of our own personal bias’. There is a tendency for similar styles, habits, and personalities to group together. As we continue to exist in these groups, our perception of the outside world begins to change. This gives us the impression that others, outside the group, are also similar to us (or extremely dissimilar to the other end of the extreme). We are blinded to the difference by immersing ourselves in an ocean of similarity.
On one hand, it’s easy to say that you get better results out of people by allowing them to control their process and methods, but the hard truth is, many people don’t have the drive, or discipline to manage themselves effectively. We see it over and over, give people an inch, they’ll take a mile. Some people, work better when they are being directed, with clear goals, milestones to be met, and are given a process to follow.
That’s not to say that self management isn’t a skill that can be learned. It needs to be learned, and practiced, and reviewed, and revised. Driven people being strangled by control don’t stay there for long. Micromanaged people who haven’t learned these skills complain. How many times have you heard of a company ‘bleeding talent’? Now ask yourself, how many times have you heard of a company bleeding followers?
”Don’t just play the game—change it for good.”