There are still too many who lead who think to micromanage their teams, their businesses and their organisation’s culture is a good idea.

Fiddling, fussing and forgetting to get out of the way. Micro-managing instead of enabling.

Building structures and bureaucracies instead of creating and nurturing the right environment.

What this kind of leadership does is rip confidence from those below you. Instead of communicating self-confidence it suggests a lack of trust in others.

And yet there is one easy intervention you can make that boosts rather than reduces energy and morale in junior team members.

Even those suffering through a lack of confidence.

We’ve all seen leaders ‘help’ those struggling by giving them the answers – telling rather than showing - often in a patronising way that reduces confidence even further.

Instead, do the opposite.

Quite simply, ask them a question you know they know the answer to.

There is an art to asking any question.

When you are in a leadership position being thoughtful and caring in how you question others is vitally important.

Of course, be specific.

By all means, get people to think longer term or broader than their day to day.

The important point is that after they have answered your question, they will feel better about themselves and the job they do.

Whatever the situation, this simple technique will work:

At the end of a presentation ask them a question they will be able to answer.
During a team meeting, boost their confidence by asking them a question they will be able to answer.
In preparation for an important external meeting make them feel a valued part of the team by asking them a question they will be able to answer.

And by doing this not only will you boost the development of a relatively junior member of your team but others watching the interaction will feel more positive about you too.

Give it a go and lead by example to nurture the right culture in your organisation.