When to let go support wheels

Regarding updating line manager....

Regarding keeping line manager posted, first, very easy to keep telling line manger what good things you have done every second. Very easy to keep updating all small small things to line manager, so that he is completely aware about what you are doing & how.

The other way of doing is you keep working, let work speak, don’t share small-small achievements, just share significant one. Finally, do so much that stakeholders update line manager about your commitment, efforts & achievements.

And after putting so much efforts, if line manager is not recognising your value, line manager is either insecure or not worthy of you. In most cases, over a period, you will reach at right place at right time with due recognition.

Regarding decision making side also...

Decision making side, one can keep consulting line manager for each & everything.
One can think that if I do everything by asking line manager, I will not be blamed for anything going wrong.

It’s not bad to consult line manager but when it becomes habit, it’s detrimental for growth as leader. If one wants to become a leader than she/he needs to develop strength to take decisions, many times without consulting line manager.

What happens when one starts taking decisions without consulting line manager, he/she will start owning the responsibility-consequences. He/she will start exercising authority over allowed space. Subordinates will start looking at him-her as leader. He-she will go in much more detail about each issue as it’s sole responsibility. He-she will start thinking about resources to resolve the issue. Though you may go wrong, you will have confidence of defending your decision, why you chose particular solution.

When Person starts taking decisions, he-she starts thinking about risk mitigation, back-up plan, what all can go wrong. Monitoring pressure gets developed, corrections are implemented to achieve the goal.

So, you should stop doing postman’s job (with due respect to postman), if you wan to grow as leader.

I have seen organisations where they allow this culture of empowerment-allowing to take decisions. Sometimes, person fails, it’s cost to organisation but organisation considers it as training & development cost to groom a leader.