I am a macro-manager. I like to lead leaders, so I try to paint the big picture for a team and release team members to do their work carrying out the mission of an organization in his or her own way. You can read some of my philosophies HERE and HERE.

There are times, however, where more micro-management is needed by the senior leadership. This does not mean the senior leadership should take over management of the team or bypass the team leader, but it does mean the senior leadership needs to be more attentive to the team or team leader during these times. More coaching, encouraging or correction may be needed for a time. (I am using the terms team and team leader, but that could be committee, department, or area, depending on your organization’s terminology.)

Times such as:

1. When the team or team leader is new to the organization
2. When a team or team leader has been severely crippled by injury or stress
3. When a team leader leaves the team suddenly or unexpectedly
4. When a team is tackling a new objective, critical to the organization and the team leader is overwhelmed or unqualified
5. When a team is in a state of transition or change
6. When the team leader’s continuance with the organization is in jeopardy or question
7. When the team is underperforming in relation to other teams in the organization

The important thing is that the end goals and objectives of the organization must be reached, so at certain critical times in the life of an organization, a leader must step in and insure the vision is accomplished. When life returns to normal, the leader can return to being a macro manager.

Have you had to alter your leadership style for a specific time-period or circumstance?

For more thoughts on leadership, click HERE.

Related posts:

1. 5 Reasons Leaders Tend to Micromanage
2. One Incredibly Important Characteristic Of Successful Organizations
3. The Leader Sets The Bar
4. Are You are Leader or a Manager?
5. 5 Things I Have To Do, But Don’t Like To Do As a Leader