key words.....EXCESSIVE attention to MINOR details. halftime adjustments isn't a minor detail.
–verb (used with object), -aged, -ag·ing.
to manage or control with excessive attention to minor details.
So you don't want a coach that pays attention to detail. Do you realize that the smallest thing can differentiate between a Touchdown and a Turnover? A good coach who is a micro-manager knows how to create mismatches, which then gives their team the upper hand.
Not to be rude but that requirement sucks. We already have coaches who don't pay attention to details or make half-time adjustments, we don't need another lame duck coach. Get someone in here that wants to work hard!
ftr, what we have had is a micromanager. plays all run through him has to be done exactly the way he sees it should. a macromanager, on the other hand, hires the best OC and DC and lets them do their job. head coach is the big picture guy. he lets his assistants work out the details and trusts them to get the job done. he tells his subordinates what he wants done...changes that need to be made...and lets them figure it out.
they do the same thing and expect the same thing with their players.
micromanager = control freak.
only thing that sucked was your understanding of a micromanager.
here's description of a micromanager from wiki thats just as good as any you would find in business management text book (and yes, i know some of it was already posted)....
In business management, micromanagement is a management style where a manager closely observes or controls the work of his or her subordinates or employees. Micromanagement generally has a negative connotation.
Rather than giving general instructions on smaller tasks and then devoting his time to supervising larger concerns, the micromanager monitors and assesses every step of a business process and avoids delegation of decisions. Micromanagers are usually irritated when a subordinate makes decisions without consulting them, even if the decisions are totally within the subordinate's level of authority.
Micromanagement also frequently involves requests for unnecessary and overly detailed reports ("reportomania"). A micromanager tends to require constant and detailed performance feedback and tends to be excessively focused on procedural trivia (often in detail greater than he can actually process) rather than on overall performance, quality and results. This focus on "low-level" trivia often delays decisions, clouds overall goals and objectives, restricts the flow of information between employees, and guides the various aspects of a project in different and often opposed directions. Many micromanagers accept such inefficiencies because those micromanagers consider the outcome of a project less important than their retention of control or of the appearance of control.
The most extreme cases of micromanagement constitute a management pathology closely related to, e.g., workplace bullying and narcissistic behavior. Micromanagement resembles addiction in that although most micromanagers are behaviorally dependent on control over others, both as a lifestyle and as a means of maintaining that lifestyle, many of them fail to recognize and acknowledge their dependence even when everyone around them observes it. Some severe cases of micromanagement arise from other underlying mental-health conditions such as obsessive–compulsive personality disorder, although not all allegations of such conditions by subordinates and other "armchair psychologists" are accurate.
Although micromanagement is often easily recognized by employees, micromanagers rarely view themselves as such. In a form of denial similar to that found in addictive behavior, micromanagers will often rebut allegations of micromanagement by offering a competing characterization of their management style, e.g., as "structured" or "organized." Further, they tend to fancy themselves as "perfectionists".