Leaders who Coach
Great leaders don’t just manage — they inspire, guide and develop the people around them. One of the most effective ways to do this is through coaching. Rather than simply directing tasks or solving problems on behalf of their teams, leaders who coach empower individuals to think critically, grow in confidence and take ownership of their own development. This shift in leadership style not only enhances team performance but also boosts engagement, innovation and long-term success.
Why Coaching Matters in Leadership
A Gallup study of over 1 million employees found that the number one reason individuals leave their jobs is dissatisfaction with their manager. Poor leadership leads to disengagement, turnover and reduced productivity. Coaching-oriented leaders, on the other hand, build trust and create environments where people feel supported and motivated to do their work.
Google’s landmark research study, Project Oxygen, identified key behaviours of great managers — at the top of the list was "being a good coach." This means asking more questions than giving answers, listening actively and enabling employees to solve problems themselves rather than stepping in with solutions.
10 Coaching Behaviours of Great Leaders
1. Empower rather than micromanage – Give people autonomy to make decisions and take ownership of their work.
2. Ask great questions – Instead of providing immediate solutions, encourage problem-solving by asking thought-provoking questions.
3. Listen actively – Focus on truly understanding what employees are saying before responding.
4. Provide constructive feedback – Offer guidance in a way that is specific, actionable and designed to help employees grow.
5. Encourage self-reflection – Help team members assess their own performance and identify areas for improvement.
6. Foster a growth mindset – Encourage learning, resilience and viewing challenges as opportunities.
7. Develop emotional intelligence – Recognise and manage emotions — both your own and those of your team.
8. Build psychological safety – Create an environment where people feel comfortable sharing ideas, admitting mistakes and asking for help.
9. Support career development – Show interest in employees' long-term goals and help them build the skills they need to advance.
10. Lead by example – Model the behaviours you want to see in your team, from continuous learning to embracing feedback.
The Business Case for Coaching
Organisations that prioritise leadership coaching see measurable benefits. Studies show that companies with coaching cultures experience:
- Higher employee engagement – a 46% increase in engagement levels
- Greater productivity – a 12% boost in performance
- Stronger retention – employees are more likely to stay when they feel supported in their development
- Higher ROI – leadership coaching delivers an average return of seven times the initial investment
Coaching in a Hybrid Workplace
As remote and hybrid work continue to shape the current business environment, coaching has become even more essential. Leaders must adapt by fostering connection, using technology to maintain regular coaching conversations and ensuring employees feel valued despite physical distance. Virtual coaching, structured check-ins and digital collaboration tools can help maintain the coaching culture even in a dispersed workforce.
Shifting from a directive management style to a coaching approach is one of the most effective ways to unlock potential within a team. Leaders who coach don’t just drive performance — they build workplaces where employees feel engaged, empowered and motivated to succeed. By embracing these behaviours, leaders can create lasting impact, not just within their organisations, but in the careers and lives of the people they lead.
If you would like to find out how we help our clients to improve their leadership skills in order to develop themselves, their teams and their organisations, get in touch with us here. Our next LEAD™ programme for senior leaders starts on 3rd and 4th April.
Our next programme for future leaders - middle managers and supervisors - is called LEADlight and starts on 20th March. It helps those managers below the Board and senior management team to develop their skills and awareness, improve their performance and that of their teams, and to prepare themselves for senior management responsibilities.
We’ll leave you with a quote from one of our expert Masterclass speakers, Dr Frank Dick OBE, who said in his Masterclass for us on coaching elite sporting figures and the similarities with high performing businesses, “You don’t have to be sick to get better.”
Get in touch today to invest in the future.
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