tag:blogger.com,1999:blog-19272053.post312855064625409509..comments2023-10-21T17:05:31.600+05:30Comments on Oh I See (CIO Inverted): The micromanagement macrocosmOh I See (CIO inverted)http://www.blogger.com/profile/15611012582757369102noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-19272053.post-90923686220888957092013-08-30T22:57:05.822+05:302013-08-30T22:57:05.822+05:30Geet, you remind me of Marshall Goldsmith, "W...Geet, you remind me of Marshall Goldsmith, "What got you here, won't get you there"Oh I See (CIO inverted)https://www.blogger.com/profile/15611012582757369102noreply@blogger.comtag:blogger.com,1999:blog-19272053.post-2202397661019861042013-08-30T07:34:25.267+05:302013-08-30T07:34:25.267+05:30Interesting scenario. The CIO HAS TO balance betwe...Interesting scenario. The CIO HAS TO balance between being open to new perspectives ( brought in by his new boss) against his native approach, that has proven successful for him, his team and the organisations he has worked with. More than anything, if the new boss REALLY adds value, then, to an extent, her "controlling" or micro-management style may be acceptable. But if this style is just that (style), perhaps representing her own insecurities (as is usually the case with controls freaks), then the CIO (or any competent and successful professional) to quickly cut to the chase, and evaluate options:<br />1. Adapt and stay<br />2. Escalate the issue to the CEO<br />3. Leave<br />To be noted - in the case of such differences in style between boss and subordinate getting escalated, usually the boss wins - doesn't matter who is right! So option 2 and 3 may be the same ;-)Geethttps://www.blogger.com/profile/11791836695534109116noreply@blogger.comtag:blogger.com,1999:blog-19272053.post-6964432563830989392013-08-29T10:55:37.158+05:302013-08-29T10:55:37.158+05:30In many cases, the solutions could be similar.In many cases, the solutions could be similar.Oh I See (CIO inverted)https://www.blogger.com/profile/15611012582757369102noreply@blogger.comtag:blogger.com,1999:blog-19272053.post-76600958029339526762013-08-29T10:13:58.635+05:302013-08-29T10:13:58.635+05:30Good write up but very similar to your earlier wri...Good write up but very similar to your earlier write up "My Boss Changed" . Just the there are different positions in question here.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-19272053.post-6847773476680986282013-08-26T20:29:58.067+05:302013-08-26T20:29:58.067+05:30Here there is a big dependency on the new style, w...Here there is a big dependency on the new style, whether its the correct way or not; by saying correct way I mean in the long run does it benifit the end cause I.e. the Organisation future (as it is the third party in the discussion,) and reason for the existence of the CIO's current position and his boss' s current position. No necessarily micromanagement is a restriction but depending upon the situation and the project need it is important for the Boss to decide what is right and have trust developed that; its not a personal style but the need of the hour to do so, with an open approach to accept mistakes and new ideas and opinion from the CIO. This would create a balance and a mutual respect which I feel is missing in the above scenario. Leadership is not just leading from the from but an ability drive from the backseat also. Here the leadership can be seen from both's perspective ; the CIO and his Boss.Aniruddha Mehtahttps://www.blogger.com/profile/15335591474330898440noreply@blogger.com