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Unlocking Potential, How Coaching Transforms Leaders and Organisations
In today’s fast-paced, innovative work environments, leaders are often exploring ways to engage their teams and boost productivity. In our opinion, one of the most effective strategies is adopting a coaching leadership style.
While many leaders may default to a more traditional “top-down” approach, where decisions are made at the top and passed down, a coaching perspective shifts the focus. It encourages a more empowering dynamic, fostering autonomy and creativity among team members.
It’s not always easy to implement but, if done successfully, it can be truly transformational for the organisation and also for the employees on the receiving end.
Benefits of coaching in leadership
At the core of coaching leadership is the idea of nurturing a positive working environment where employees feel engaged and valued. By integrating coaching techniques, leaders enable their teams to think critically, solve problems independently, and take more ownership of their work. This approach not only boosts individual autonomy but also encourages a collective sense of responsibility and collaboration.
When leaders apply coaching skills, they create a ripple effect. Employees begin to develop the same habits and skills, leading to a more empowered, innovative workplace culture. As leaders guide and support, rather than direct and control, they help others unlock their potential, which can have a lasting impact on team dynamics and productivity.
The traditional approach v coaching leadership
In many organisations, remnants of the traditional “command and control” management style, rooted in early 20th-century thinking like Taylorism, still can persist. In this model, managers make the decisions and expect employees to execute them without question. While this may work in some cases, it can stifle creativity, innovation, and engagement, particularly in modern, knowledge-driven industries – such as technology.
A coaching leadership style flips this dynamic. Rather than making all the decisions, leaders who use a coaching style focus on asking insightful questions that encourage employees to think critically about their work. Instead of saying, "this is how we’ll proceed," a coaching leader might ask, "what do you think the next steps should be?". This subtle shift fosters a more engaged, resourceful workforce where team members feel their ideas and perspectives are valued.
The ask v tell approach
One of the key aspects of coaching leadership is moving from a “tell” approach to an “ask” approach. Leaders who regularly tell their teams what to do may find that they’re not getting the best out of their people. On the other hand, leaders who ask open-ended questions—such as "How would you approach this?" or "What do you think we should focus on next?"—are actively engaging their team in problem-solving and critical thinking.
This doesn’t mean abandoning all directive leadership, but rather finding a balance. When leaders ask more questions, they invite team members to share ideas and contribute solutions, creating a more dynamic and inclusive environment. Over time, this builds a culture of collaboration where everyone feels they have a stake in the success of the team.
The ego factor
Shifting to a coaching leadership style can be challenging, particularly for leaders who are used to being the “go-to” person with all the answers. There’s often a sense of satisfaction and ego involved in being the one people turn to for solutions. However, this can create a bottleneck, with team members becoming too reliant on their leader, stifling both their development and the leader’s ability to focus on higher-level tasks.
Letting go of the need to have all the answers can be liberating. Leaders who trust their teams and empower them to take ownership of their work create a more resilient, capable workforce. This trust fosters an environment where employees feel confident in their abilities, which in turn leads to higher productivity and innovation.
The importance of trust and delegation
One of the most common pieces of advice for leaders is to delegate more. While this is sound advice, it often requires a deeper level of trust than leaders may initially realise. Effective delegation isn’t just about handing off tasks; it’s about trusting that the people you delegate to are fully capable of doing the work, often in their own way.
To truly embrace a coaching leadership style, leaders need to trust their teams enough to let go of control. This means letting go of the idea that they must oversee every decision and allowing others the space to use their initiative. With this shift comes the realisation that, often, team members are just as—if not more—capable of handling challenges effectively.
The first steps to coaching leadership
For leaders looking to adopt a coaching style, a great place to start is by reflecting on their current approach. How often are they telling versus asking? What opportunities exist to invite their team into the problem-solving process? Leaders can begin by incorporating more open-ended questions into their daily interactions and taking small steps towards sharing decision-making responsibilities.
This shift requires time and a willingness to learn, but the rewards are well worth it. Teams become more engaged, creativity flourishes, and a sense of shared ownership over successes (and failures) builds a more resilient and adaptive organisation.
Final thoughts
Adopting a coaching leadership style is not a one-size-fits-all solution, but it offers a powerful framework for modern leaders looking to foster a more innovative and engaged workforce. By letting go of the need to control every decision and instead empowering their teams to think critically and take ownership, leaders can unlock new levels of creativity, productivity, and trust within their organisations.
The journey to becoming a coaching leader requires humility, patience, and a willingness to trust in the capabilities of others. But in doing so, leaders can help shape a more positive, forward-thinking organisational culture that benefits everyone involved.
This blog is based on conversations between James Milner, Managing Director and Lead Coach at Exalto Consulting, and Clem Pickering, Independent Leadership Coach.
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