Control VS Inspire

Control VS Inspire: How Can Managers Create A Fine Balance?

Many people believe that managers need to control their teams to be effective. However, another thought process is inspiring their team is key to being effective managers. This blog post will explore the different aspects of Control vs. Inspire and discuss the role that each plays in achieving organizational success. Understanding the different perspectives allows you to easily find the right balance that works best for your team and management style. So, let’s start by understanding the basics of a manager’s role in an organization.

The Role of a Manager

A manager plays a vital role in an organization. The role of a manager in an organization is to ensure that the organization achieves its goals and objectives. A manager accomplishes this by leading and coordinating the work of other individuals within the organization. A manager typically has a staff of subordinates who report to them. The manager ensures that these individuals are performing their jobs effectively and efficiently. A manager also liaises between the organization and its various stakeholders. They communicate information relevant to the organization to its clients, employees, shareholders, and other stakeholders. A manager represents the organization to the public and is responsible for maintaining a positive image of the organization.

They are also responsible for leading and motivating employees and ensuring that work finishes efficiently and effectively. Additionally, managers help develop and implement strategies to improve an organization’s performance. In short, a manager is an essential member of any organization contributing to its success.

The question that has been coming up for a long time is should the manager control the team or inspire the team? To answer that question, we must first build a strong understanding of the two and the traits of managers who resort to any management style.

What does it mean to be a controlling manager?

One perspective that many people believe is key to being an effective manager is the need to control their team. This concept comes from the idea that a manager needs to be able to direct and orchestrate everything that happens within their team to succeed. So

They try to micromanage their team to keep a check on every detail 

Managers who enjoy controlling their employees often come out as micromanagers. This manager takes a meticulous approach to every aspect of their team’s work, from the minor details to the overall strategy. These control leaders often thrive in environments with direct oversight of all aspects of their team’s operations. It can often lead to conflict and tension among employees, as they feel like their every action is monitored and scrutinized.

They are the ones who oversee and manage the work of others to achieve a specific goal

Managers who try to control the team are often criticized for their confrontational style. However, there are several benefits to being a manager who tries to control the team. Firstly, this type of manager is typically better at setting and achieving goals. They have a clear vision for the team and can articulate it in a way everyone can understand. They also possess the skills necessary to create a supportive environment for their team members and motivate them to achieve their goals.

Above all else, controlling managers care about achieving the objectives set forth by the organization

Managing a team is all about achieving the objectives set forth by the organization. Whether it’s increasing revenue, lowering costs, or developing new products, controlling managers care about getting the job done and meeting the expectations of their bosses and stakeholders. They are constantly looking for ways to improve their team’s performance and ensure that everyone on the team is pulling their weight. These managers often entail using positive reinforcement techniques and enforcing rules when necessary.

Impact of a Controlling manager on the team

The impact of a manager trying to control their employees can be both good and bad for the team. On the one hand, it can result in a more organized and efficient team. On the other hand, it can lead to a team that is less creative and unable to think for themselves. Additionally, a team constantly being micromanaged may feel less appreciated and have low morale. Further, it can lead to a lot of stress and tension. Furthermore, if a manager always demands perfection from their employees, it can be very demoralizing, a trait of controlling managers.

What does it mean to be an inspiring manager?

An inspiring manager can motivate and inspire their team

Being able to inspire and empower a team is a critical attribute for any manager, as it helps them achieve their goals and reach their full potential. An inspiring manager empowers their team by giving them clear goals and expectations and providing them with the necessary tools and resources to achieve them. They believe in working hard to inspire their team members to work hard.

They ensure that everyone on the team has an opportunity to be successful

A manager who likes to inspire their employees ensures that everyone on the team has an opportunity to be successful. This starts with setting the example for the best work ethic and continuing to foster a positive work-life balance. It also involves creating an environment where employees can voice their concerns and feel comfortable asking for feedback. This management style also inspires the workforce to strive for continuous learning and enhance their skill sets by facilitating coaching and training opportunities for the team and setting an example of continuous learning. In turn, this helps managers ensure that each team member has the opportunity to grow and be successful in their careers.

They create a positive work environment where employees feel valued

A manager passionate about inspiring your employees creates a positive work environment where they feel valued and motivated to do their best. This type of manager is known to be proactive and interested in their employees’ development. They also communicate with their team members regarding essential company updates and provide feedback and encouragement when needed. It creates a sense of camaraderie and teamwork among employees, leading to increased productivity and efficiency.

The impact of inspiring managers on the team

Inspiring managers have a profound impact on the team. They create an environment where team members feel valued, respected, and motivated to do their best work. This type of environment is essential for high-performing teams. When team members feel inspired by their manager, they are more likely to be engaged and committed to the team. They are also more likely to be creative and innovative, leading to better results and immediate problem-solving.

How to achieve the right balance between controlling and inspiring the team

Managers are vital in any organization, as they oversee and guide employees. A critical part of a manager’s job is to find the right balance between controlling and inspiring their team. Too much control without inspiration can lead to micromanagement and a lack of trust. On the other hand, too little control with too much inspiration can lead to chaos and a lack of direction where things can go quickly out of hand, and the manager may also lose any power they might have against their team. The key is to find the sweet spot in the middle, where employees feel supported and motivated to do their best work. There are a few ways managers can achieve this balance which include:

1. Inspire from within and control from a distance

One way to balance control vs. inspiration is to inspire team members from within and control them from a distance. It means giving team members clear direction and allowing them freedom and autonomy to achieve results. This approach can be practical as it will enable the manager to track the team’s outcome while maintaining some level of authority in team members’ hands. This authority will also help maintain a decent employee engagement within the team. The manager must give team members regular updates on their progress so they know where they are heading and what they need to do for the team to reach their goals.

2. Encourage creativity and risk-taking

Another way to balance control vs. inspiration is to encourage creativity and risk-taking within the team. It will create balance by allowing team members to feel secure in their abilities while also giving them some freedom to experiment. They can do it by providing team members with clear objectives and letting them know that any ideas or innovations they come up with are welcome (provided they meet the requirements). At the same time, managers need to guide to prevent projects from going too far off course.

3. Manage expectations and communicate regularly

Another way to balance control vs. inspiration is to manage expectations and communicate regularly with team members. It means setting clear goals and being honest about the challenges encountered along the way. Managers need to communicate regularly with the team to ensure no misunderstandings or misinterpretations can take things off track. At the same time, it’s also essential for managers not to micromanage team members or over-steer projects – this will only frustrate team members and impede progress.


Managing a team can be daunting, but it can be an exciting and rewarding experience with the right approach. In this blog, we have given the basics about the role of a manager in an organization. We have also explained how to achieve the right balance between Control and Inspire when it comes to team management. Read through the blog and apply the tips to your managerial style to achieve the best results for your team and become a great leader.

Encourage creativity in your team by practicing effective delegation.

Get the free effective delegation toolkit to identify key metrics of delegation in your team.

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