Micromanaging vs. Coaching

  Career Development   Communications Management   Leadership   New Practitioners   ProjectsAtWork  

Micromanaging is a tactic, not a leadership style, and every leader should understand the difference. Coaching skills come into play to ensure team members are on track and ready to win, whereas micromanaging activities are used to address poor performance and take corrective actions.

One of the greatest misunderstandings in leadership and coaching is the term “micromanaging.” Most leaders never want to be thought of as a micromanager. In fact, it could be considered an insult or weakness of any manager. When micromanaging is used as a coaching or leadership style it will most likely deliver bad results, stifle creativity, limit employees’ self-worth and without a doubt limit productivity.

On the other hand, when a coach or leader must deal with a bad performer it is imperative to help the team member either become a better performer or help them find a role that is a better fit. Leaders should strive to be a coach who, when necessary, uses micromanaging activities to improve specific areas, but uses coaching skills when getting the team ready to win.

Micromanaging and coaching are often confused because from the surface, the activities and the leader’s involvement look very similar. The key difference is the leader’s intent and desired goals of their action. Both require the involvement of the leader: setting clear expectations, well…

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