Why Managers Prefer Commanding to Coaching: The Dictator’s Dilemma

Introduction: The Iron Fist in a Velvet Glove

In the mystical world of management, there exists a breed of leaders who believe the old adage, "It’s my way or the highway." Yes, we’re talking about the commanders and coercers, the managerial moguls who would rather channel their inner dictator than don a mentor's cap. But why do some managers tend to command and coerce rather than coach and collaborate? Let’s take a whimsical dive into the psyche of the managerial monarchs.

The Allure of Autocracy

Imagine you’re a manager. You’ve climbed the slippery corporate ladder, you’ve dodged the office politics, and you’ve survived countless coffee shortages. Now that you’ve reached the top, it’s quite tempting to enjoy the spoils of war—namely, the power to wield absolute authority over your cubicle kingdom.

Commanding is straightforward. You say jump, they ask how high. There’s no need for lengthy discussions or debates about the color of the new office coffee mugs. It’s efficient, it’s clean, it’s... lonely at the top.

Coercing is for those who enjoy a bit more drama. It involves subtle threats, like hinting that the next team-building event could involve a weekend of wilderness survival training... in the middle of winter.

The Fear of Fluffy Feelings

On the flip side, coaching requires empathy, patience, and occasionally, sharing a box of tissues in a heart-to-heart with an employee about their cat’s extravagant birthday party that somehow led to an existential crisis. Many managers fear the "fluffy" side of leadership because it’s messy, unpredictable, and might require them to remember their team members' names—and their cats'.

Collaborating sounds like a wonderful idea until you realize it might include actually listening to others’ opinions and possibly acknowledging that someone else might have a better idea. This can be a bitter pill to swallow for someone who’s used to steering the ship solo.

The Tyrant's Toolkit

So, what’s in the toolkit of our beloved tyrannical managers? A hefty dose of micromanagement, a sprinkle of intimidation, and a whole lot of emails marked 'urgent'. These tools keep the minions... ahem, team members... in line and the managerial throne secure.

The mantra of 'command and coerce' offers a simple, if not particularly democratic, approach to leadership. Why venture into the murky waters of feelings and cooperation when you can rule with an iron fist and a spreadsheet?

Conclusion: The Case for a Kinder Kingdom and Enhanced Capabilities with Ujuzingo

While the allure of autocracy can be strong, perhaps there’s something to be said for the softer side of leadership. Coaching and collaboration don’t just create happier teams—they build trust, innovation, and workplaces where people actually want to show up on Monday mornings.

But here’s the thing: these skills don’t just appear out of nowhere. They’re learned, practiced, and sharpened. That’s where Ujuzingo’s professional skills training courses come in. From leadership and supervisory management to adaptive strategies, communication, and time management, we give you the tools to move beyond command-and-coerce and step into coach-and-collaborate.

So, trade in the iron fist for a balanced approach. Build teams that thrive, not just survive—and let Ujuzingo help you develop the confidence, skills, and mindset to lead with strength and empathy. Because the best leaders don’t just rule kingdoms—they grow them.