Micro-management and Involvement

A client sent me a link to this article yesterday following a really interesting leader team discussion about situational leadership.

My favourite version of the situational leadership model (which I learnt in university and have never been able to find online) shows two axes - the available time of the leader and the experience level of the employee - slightly different from the version below. What is glaringly obvious in this model is that developing the experience of employees can only happen through coaching (only possibility in an unordered world) or a lot of self-learning from extremely clear guidelines (assuming an ordered world where problems are repetitive).

What is the difference between the kind of coaching involvement which this model suggests and the micro-management which the Google article highlights as a destructive form of leadership?