How to Coach Yourself and Others Essential Knowledge For Coaching | Page 517

When it is appropriate
Sometimes, close management is a realistic option. When a person is
working in a job where they do not have the knowledge or ability to do
the job, and where mistakes are costly and highly undesirable, then they
will need careful supervision and education until they are able to work
by themselves.
Sometimes also a person may become destructive for some inner
reason, such as disliking the company or its managers and they need
careful watching in case they do something harmful.
How to handle micromanagers
So what should you do when faced with a micromanager? The first thing
is to recognize that it is their issue, not yours. However, this disability
means they lack certain abilities and because of your situation, you are
going to have to handle it.
The worst thing you can do is to get into a power struggle, as this is very
likely to result in the micromanager using all the formal power at their
disposal to beat you into submission, including threats of dismissal and
negative references.
The simplest approach is to listen patiently and attentively when they
tell you what to do (they hate being ignored). If you really disagree with
what they are saying, ask politely for their reasons or explain your
concern and ask for their advice. Quietly and carefully ensure you
cannot be blamed for the micromanager's decisions (it can be useful to
keep notes and confirm directives in emails in case of later
disagreement).
You can give them feedback (through a third party, if necessary) about
how they are behaving and how this makes you feel. Some
micromanagers do not intend to act this way and will make genuine
attempts to improve. Many, however, will feel slighted and the result
can be unhelpful. In consequence, think carefully before using this
approach.

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