There can be many reasons why talented people do not perform well as a group: unclear direction; poor organizational structure; inadequate organizational infrastructure; or other reasons.

In my leadership development and consulting work, however, I am frequently hearing the same frustrations from employees. It’s not that they cannot do their work.

Their problems are not with the organization’s systems or processes either! Instead, their problems lie with their bosses.

As I listen to them, it’s clear that the bosses they describe to me have become what I call Mighty Mouse Leaders.

You ask: What’s a Mighty Mouse Leader?

I’ll describe Mighty Mouse first and then I’ll explain how he applies to leadership.

Mighty Mouse was a popular cartoon character during the 60’s who reappeared in the 70’s and 80’s. His power rivaled Superman’s abilities.

Every plot of the story was the same.

The good mice of the town and Mighty Mouse’s love interest (Pearl Pureheart or Mitzi) were terrorized by some big and evil cat. They were helpless to defend themselves from the cat’s terror until Mighty Mouse came to rescue them. As Mighty Mouse flew off to deal with any situation on the sea or on the land, he would sing the following: Here I come to save the day!

Like all children’s cartoons, each Mighty Mouse story ended the same.

Mighty Mouse saved the day and good prevailed over evil. The problem with this story is that all of the problem solving depended on Mighty Mouse. Without him, the mice did not have it so good!

Work is far different and more complex than Saturday morning cartoons as we all know.

In real life, it’s important for managers to avoid the Mighty Mouse Syndrome.

So, how do you identify a manager who suffers from Mighty Mouse Syndrome?

It’s actually easy to spot Mighty Mouse Syndrome. Managers that are overly directive and controlling of their team members have become Mighty Mouse Leaders.

While these leaders may be effective problem solvers themselves, they are stifling organizational productivity and innovation by their inability to delegate and move out of the way.

The problem with Mighty Mouse Syndrome is that it’s easy to fall into this style of leadership. And, sometimes, with organizational challenges, this can happen without us even being aware of what we are doing.

So, have you caught this syndrome? Have you become a Mighty Mouse Leader?

Here’s 5 signs that you can use to evaluate yourself and determine if you have become a Mighty Mouse Leader:

1. You must take the lead and solve every organizational problem in your area.
2. You direct your team more than you ask them for their input.
3. You speak more than you listen. You tell more than you observe.
4. You never give your team members full responsibility for a function even when they are fully competent to handle it without your direction.
5. You are the only one that can make decisions in your area.

Do you have a group of talented people working for you but you find that you are disappointed in the results that you are getting from them?

Have you invested in training and developing your group but you question why they transfer so little of this learning to the workplace?

Are you frustrated because you cannot get to the root of the problem?

Maybe you can get to the root of the problem if you adapt your leadership style.

Now it’s time to ask yourself: Have I become a Mighty Mouse Leader?

If you have, here’s some steps you can take now to loosen your tight grip of control:

— As your team members develop, delegate more to them and let them own the task.
— Allow talented members of your team to make decisions independently from you as much as possible.
— Do less directing! Instead, develop, delegate, and support your team.

If you are willing to make these changes, you will find with time that you have an army fighting with you as you fly off to save the day!

Mighty Mouse Leader: a manager who suffers from Mighty Mouse Syndrome. Symptoms of this syndrome include the inability to delegate and an overly directive or controlling leadership style. (Source: Tannerpedia. I should know I used to be one!)