The Goldilocks Management Style:Getting It Juuust Right
Finding the balance between micromanaging & under-managing your
team
Carrie Johnson, MBAStanford University
Palo Alto, CA
Jessica Williger, BARainbow Babies and Children’s Hospital
Cleveland, OHJulia Letheld Hahn
Disclosure
We have no actual or potential conflicts of interest to disclose in relation to this presentation.
• Explore the differences between micromanagement, under-management, and balanced management styles
• Develop new “people” management skills to support a balanced management style
• Apply a management tool to help you implement a balanced style
Learning Objectives
“THIS BED IS JUST RIGHT!”
“THIS BED IS TOO HARD!”
“THIS BED IS TOOSOFT”
What’s Your ManageMent
stYle?
scenario:Your program recently hired a new
coordinator who will be working with you side by side and it is your responsibility to train them. It’s a very busy time of the year and you’re already overwhelmed by how far
behind you’ve become being down an employee. How do you intend to train your
new colleague?
You watch as they take the task over and verbalize the instructions out loud as they go through the steps.
hoW You MaY ansWer this as a MicroManager:
You have a detailed task list and instructions you go over with them.
You have them shadow you for a week, even though it puts you more behind with your own
work.
You sit with them and show them a task, request that they take detailed notes, and demonstrate the assignment a few
times before you let them try it themselves.
hoW You MaY ansWer thisas an under-Manager:
You give your new colleague materials and instruction guides to read while you catch up on some of your own
work.
You allow them to shadow when you have a moment.
You show them a task once, ask them if they have any questions, and then let them try to complete the
assignment themselves.
You are available for questions anytime but you don’t want to overwhelm them by constantly checking in.
hoW You MaY ansWer this as aBalanced Manager:
You ask your new colleague how they best learn and you adapt your teaching style to their needs.
You end up doing a mixture of providing written instructions, shadowing, and demonstrating.
You explain and show them a task once or twice until they verbalize they are comfortable trying
themselves.
You provide guidance and help if requested or if they hit a wall. You check in frequently but allow them
the chance to learn themselves.
let’s go exploring…
this Bed’s too hard…
• Working in the weeds
• Solving problems for your team
• Asking for team input, then disregarding ideas
Micromanaging
MicroManagingYour situation
• Benefits?
• Detriments?
• Is it ever necessary?
stop it !
Coach
Guide
Step aside
Accountability & ownership
Loosen the reins
Take 5
Hold that thought
More tips…
Pass the mic
and finallY…
“Do you have anything to add?”vs.
“What do you think about this?”
What’s Behind that door?
this Bed’s too soft…
• Avoids conflict; often seen as “nice”
• Allows team input but doesn’t guide them in execution
• Unnecessary problems occur regularly
• Lack of Communication = being unsure about their performance
• Takes on tasks that should be delegated
Under-Managing
facts to put this into perspective
69% of managers say they’re uncomfortable communicating with employees in general
Quiz tiMe
17% of employees believe their managers are effective communicators
WhY is this iMportant??
50-80% of the workday is spent communicating, 2/3rd of that in talking
For large companies, the average yearly cost of poor communication is around $62.4 million
• Benefits?
• Detriments?
• Is it ever necessary?
under-Managing Your situation
stop under-Managing
Set clear and attainable goals
Hold your team accountable
Are they performing at their fullest
capabilities?
Don’t avoid conflict
Prioritize giving your team feedback and
guidance.• For example: "Just a quick check-in, reminder
that deadline is __.”
Communicate Communicate Communicate AND FINALLY….
More tips…
next chapter…
“The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it”
~Theodore Roosevelt
this Bed’s just right…
• Balance between authority and employee empowerment
• Focus on relationships
• Be a Manager AND a Leader (not either-or)
• Offers consistent feedback – coaching, training, mentoring, encouragement
Balanced Managing
find Your Balance
start Balancing
Authority vs. Empowerment
Where am I most needed?
Establish goals
This all circles back to communication!
