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How Coaching Empowers Leaders to Overcome the Impulse to Micromanage
Sometimes it is after a discovery session that I become aware of an issue that leaders themselves may not be fully aware of, but that comes up during their interaction with their teams and that is the impulse to micromanage.
It’s usually a combination of factors that drive some leaders to micromanage. Often, it’s a deep sense of responsibility for the success of their team or organization or a fear of failure that can lead them to believe that only they can ensure things are done correctly, prompting them to oversee every detail.
Sometimes, it’s perfectionism. Leaders with perfectionist tendencies may struggle to delegate because they believe that only they can achieve the high standards they set for themselves and their team.
In other cases, it may be a lack of confidence in their team’s skill level or it could be that they are working with a new or untested team. Whatever the reason, coaching can be highly effective in helping a leader manage their impulse to micromanage by addressing both the psychological and practical aspects of leadership.
In my experience, self-awareness is key! Followed by trust-building, empowerment, mindset shifts, stress management, and feedback. Additionally, it’s important to recognize the role of ego and the challenges that come with transitioning from being the primary problem-solver to empowering a team to operate independently.
Self-Awareness and Ego Management
Coaching helps leaders develop a deeper understanding of their tendencies, including the impulse to micromanage, which often stems from a mix of ego and a genuine desire to help. Leaders might believe their solution is the best because of their experience or simply enjoy feeling needed. This dynamic can be particularly challenging for those who have transitioned from doing everything themselves to leading a team. As one business owner shared, moving from wearing every hat to having a team work alongside them brought up confusing questions about their role: “When do I chime in and offer a solution? When should I step in and help? What do you mean people don’t need me?!”
Coaching can help leaders confront these ego-driven impulses and explore how they can shift their focus from needing to control every outcome to trusting their team’s capabilities. A coach might guide the leader in recognizing that overstepping, whether driven by ego or a genuine desire to help, can disempower the team. Instead, the leader can learn to put their ego aside and focus on fostering an environment where the team feels empowered and valued.
Building Trust and Empowering Others
Trust is central to effective leadership. Coaching can support leaders in building trust by encouraging them to step back and allow their team to take ownership of their work. This involves being the last one to comment in meetings, letting others share their ideas first, and validating their contributions by saying, “I’d love to hear what you think.” This practice helps to empower the team and encourages them to take initiative.
Letting people make mistakes is another critical aspect of trust-building. While it can be difficult, especially for leaders who are used to controlling outcomes, allowing team members to fall down and learn from their mistakes is essential for their growth. I have found that coaching helps leaders become comfortable with the idea that people will fail and that their role is to support them through those failures, not to prevent them.
Stress Management and Feedback
Micromanagement often stems from a leader’s own anxiety and fear of failure. Coaching can provide stress management techniques, such as mindfulness or emotional regulation strategies. As a coach and a certified yoga instructor, I often share valuable breathing techniques, and stretching to help them regulate their nervous system. All these things help in a productive and healthy way.
A coach can help a leader with vulnerability and openness, which provide invaluable insights into how the leader can better navigate their role without disempowering their team. Creating space for this kind of conversation can be liberating for both the leader and the team, fostering a more collaborative and trusting environment.
By addressing these areas, coaching helps leaders develop the skills and mindset necessary to delegate effectively, trust their team, and focus on the bigger picture rather than getting caught up in every detail. Ultimately, this leads to a more empowered, motivated, and capable team, as well as a more fulfilled and less stressed leader.
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