It’s easy to fall into this trap particularly if you are a
functional expert who is good at delivering on the technical/operational
aspects of your job (and got promoted to manager because you are so good at
your job). Many people in this situation have not made the transition from
doing the work themselves to getting your team to do the work and cant grasp
the fact that the output now required in terms of people not function.
There are of course a million and 1 reasons why some
managers seem to end up doing all the work for their team; including – fear of
failure, a need to be needed, a need to ensure things are done perfectly, etc. However,
work grinding to a halt every time the manager is away is a wasteful
unsustainable model and is counter-productive in the long run.
In this insightful article, the writers at Mindtools.com
explore the issue of ‘Preventing Manager Dependency.’ Click here: http://www.mindtools.com/pages/article/preventing-manager-dependency.htm#np
Here’s an interesting video showing practical ways to help
your people tackle the issues themselves whilst still providing the required
leadership.