Client: Senior Manager at a Manufacturing Company

Challenge: The manager had a habit of micromanaging his team, believing that it was the best way to ensure high-quality outcomes. However, this led to low morale, team frustration, and a lack of autonomy among employees. The manager was unaware of how his actions were affecting his team’s motivation and productivity.

Coaching Approach:

• Initial Assessment: Through one-on-one coaching sessions, the coach focused on reflective questioning to help the manager identify the root cause of his micromanagement. The coach asked questions like, "How do you feel when your team members make mistakes?" and "What do you fear might happen if you let them handle things on their own?"

• Self-Reflection: Instead of giving direct solutions, the coach encouraged the manager to reflect on specific situations where he had intervened excessively. This allowed the manager to recognize patterns in his behavior and begin questioning whether those actions were truly necessary.

• Awakening Self-Awareness: By consistently asking probing questions, the coach helped the manager realize that his need to control stemmed from a lack of trust and fear of failure. The coach did not tell the manager to stop micromanaging; rather, they guided him to connect the impact of his actions with the resulting frustration and disengagement from his team.

• Problem Resolution: The manager came to the realization that his team was capable of handling more responsibilities. He identified that empowering them would increase both their productivity and his own efficiency. The manager designed a plan to delegate tasks with clear guidelines and to gradually give team members more decision-making autonomy.

Results:

• The manager’s newfound self-awareness led to a transformation in his leadership style. He began empowering his team, and over time, employee engagement scores improved by 30%. Productivity and morale increased, and the manager noticed a reduction in his own stress levels, as he no longer felt the need to oversee every detail. The manager later acknowledged that this shift helped him build more trust within his team and improved team collaboration.