Review: Creating Passion-Driven Teams: How to Stop Micromanaging and Motivate People to Top Performance

Creating Passion-Driven Teams: How to Stop Micromanaging and Motivate People to Top Performance by Dan Bobinski
My rating: 5 of 5 stars

Key Ideas -
• Great managers spend time being “Builders” who mentor the team members and build them up to become valued members of the company with a passion for their work.
• The Organizations need clearly defined job duties and responsibilities for all team members.
• Positions should be classified as either leadership, management, or front-line employees. Each classification should understand what its raw product is, what its process is, and what its outcome should be.
• Micromanagers are often front-line employees who are promoted to management and not given
the training needed to understand their new roles.
• Micromanagers thrive on hearing that they are doing a good job, and they often step in to fix things their employees should be responsible for.
• To stop micromanagement, managers should think differently about their roles and to understand that a new set of core competencies are expected of them.
• People with higher Emotional Intelligence scores are often better managers than people with lower scores.
• Regular communication, even casual “water cooler conversations,” are good opportunities for managers to keep team members in the loop and motivated.
• When managers delegate tasks, they should delegate responsibility, authority, and accountability.
• Meetings should always have a purpose.
• Good listening skills are essential in gaining the trust of team members.
• Conflict should never be allowed to fester; it should be dealt with quickly and openly.
• Good training programs can save companies hundreds of thousands of dollars by reducing employee turnover rates.

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