spend more time doing people’s jobs because, “it’s easier if i just do it myself”. managers that stay in this style too long get frustrated because they believe they have no time to do their own job and the cycle continues. know when to jump in but for the sake of the entire team, know when to push yourself back out.
the “hands on” manager will not be right in the middle of things, but just on the perimeter. it’s like being the coach of a sports team where you use the s.o.s. model (show, observe, shape) in some fashion. a good hands on manager knows the difference between teaching, training, 