Managing People in 15 minutes, or is it Micro-Management ?

I enjoy reading There are some really insightful articles there, and I think about some of the better ones days after reading them.

When I first read How to Manage People in 15 Minutes a Day by Daisy Wademan Dowling, I thought that it was a fairly good article. It was short and to the point. 10 minutes went by and that’s when its struck me: it’s rubbish.

Now, the article gives out 4 pointers on how to manage people in 15 minutes a day. My feeling is that its geared towards the busy manager/executive who will need to squeeze out every second of the working day to ensure that the team is working at 100%.

These are the 4 tips that were listed:

  • Turn dead time into development time. Walking back to your office after a meeting? Use those two minutes to give your direct report feedback on the presentation, and on how he could do better next time. He didn’t have a speaking role? Ask him how he thought the meeting went and how he might have made certain points differently — and then offer feedback on that. Direct, in-the-moment feedback is your single best tool for developing people.
  • Constantly spot dead time. Look for every two-minute stretch in your day during which you could be talking to someone else — most often, that’s travel time — and convert each into a coaching opportunity. Walking down to Starbucks to get a coffee? Driving to the airport? Headed out to your car at the end of the day? Ask one of your people to come along with — and talk to them about their goals and priorities.
  • Show up in their workspace. Employees expect you to stay in your seat. Don’t. Once per day, get up and walk over to the desk of someone you haven’t spoken to recently. Take two minutes to ask her what she’s working on. Once she’s done answering, respond “What do you need from me to make that project/transaction successful?” Message to employee: I know who you are, I’ve got high expectations — and I’ve got your back.
  • Make two calls per day. On your way home from work, call (or email) two people you met with that day, and offer “feedforward.” “I like what you’ve done with the Smithers account. Next time, let’s try to keep marketing costs down. Thanks for your hard work.” Always make “thank you” a part of the message. Employees who feel appreciated, and know that you’re trying to develop their skills, stay engaged over the long run.

I won’t go into the details and analyse each and every point. However, here’s my feedback to these 4 tips:

Points 1. and 2. is essentially time management. Its not rocket science and the subject been there since the dawn of modern management. So, lets not kid ourselves that we’re actually gaining new knowledge by coining it in new, fashionable ways. Nothing new here. Telling managers that they need to make sure every second of their time is used effectively is just pointless. Everyone knows about the importance of time management, but most get stuck on how to implement/execute it. For execution, there’s a plethora of seminars, books, papers, conferences around the subject.

When I was managing teams and projects, there were days that felt endless. I usually started work at 7am, and at 8am sharp 5 people decide to whack in 5 different meetings throughout the day at different times. Managing those days were challenging, but its was not rocket science. On days like those, every 5 minutes free time was spent with someone, which is a trait I picked up from my director at that time. I’ve sat in countless of meetings that I had lunch in. You just have to make every moment count.

However, the rubbish part comes on points 3. and 4. If you read them carefully and picture yourself as the manager, it makes sense. But lets remember – management is not about you, it’s about them. Now, put yourself in the place of the your direct report and all of a sudden points 3. and 4. suddenly feel like you’re being micro-managed. This is not the way to lead a team. To be honest, if I had done that to my teams in the past, the consequences would have been dire. Admittedly, managing developers is different from managing a team of say, sales people. However, micro-management is always a bad thing to do. It undermines, demoralises and makes the person feel utterly useless.

Now, it’s not normal to find such low quality content on, and this one has to be one of the worst I’ve read. Infact, head over to the article right now and just read the comments that were submitted. Not entirely good feedback at all.