A Coach Approach to Leadership

The Special Powers of Coach-Like Leaders

If you consider unlocking individual potential and motivating teams to achieve awesome things, then yes. 

There are as many leadership styles as there are leaders in the world. That is to say that every individual leader (or human for that sake) has their own unique style. But there is an entire field of research and practice that aims to hone in on the most effective leadership styles and practices that unearth and develop the potential of individuals and teams. 

WHEN YOU BECAME A LEADER, WHAT WAS MOST SURPRISING?

When we ask this question of leaders, new and experienced, we often hear: “I had no idea how to motivate my team.” Or “I wish I could get my team to realize how much potential they have and start unlocking it.”

Suddenly becoming a leader of people is a challenging transition and many leaders don’t take to it naturally. It stands to reason that someone who is promoted because of their high performance in a technically skilled role doesn’t automatically hold the skills to motivate and lead other humans. It’s an entirely different ball game.

And if you were hoping to do it like your old boss did, gone are the days of authoritative commands that “motivate” (they never really did). Today, successful leaders recognize the importance of fostering collaboration, nurturing talent, and empowerment in leading successful teams. One of the most effective approaches that has gained widespread recognition and adoption is the coach approach to leadership.

WHAT IS A COACH APPROACH?

At its core, a coach approach involves shifting from a traditional directive style of management to one that emphasizes guidance, mentorship, and support. Rather than instructing team members on what to do, coach-like leaders help individuals uncover their strengths, develop their skills, and achieve their potential … and these individuals respond to this type of leadership, leading to higher engagement, work satisfaction, and retention.

Empowerment

A key principle of the coach approach to leadership is belief in the inherent abilities of each team member. Instead of the traditional (and still too-often-used) tactic of micromanaging, coach-like leaders trust their team members to take ownership of their responsibilities and make decisions autonomously, with guidance only when it's needed. This promotes a sense of empowerment and fosters a culture of accountability - both of which are keys to high performance.

Safety

Coach-like leaders prioritize active listening, empathy, and constructive feedback. They create an environment where team members feel safe to voice their opinions, share their ideas, and express their concerns openly. This open communication allows leaders to gain valuable insights into the needs and aspirations of their team members, thus enabling them to provide tailored guidance and support.

Continuous Learning

Helping team members grow personally and professionally means investing time and resources in providing opportunities for training, mentorship, and skill development. By building a culture of ongoing learning, leaders empower their teams to adapt and to get continuously stronger at navigating change and embracing new challenges.

Trust

Leaders who ascribe to the coach approach understand that trust is the foundation of every relationship. They prioritize building authentic relationships based on mutual respect, integrity, and transparency. They keep their team’s interests at the core of decision making and demonstrate genuine care for the well-being and success of their team members. Leaders who extend trust earn trust in return, as well as loyalty and commitment.

Potential

Coach-like leaders are successful because they are able to unlock the full potential of individuals and teams. Creativity, innovation, and productivity are unleashed when team members are empowered to take ownership of their work and are supported by a leader who cares about them. 

It’s not always rosy

Adopting a coach approach to leadership isn’t easy. The patience and thought it requires makes some people believe they don’t have the capacity or time. And if you’re used to a command-and-control approach, these practices can be uncomfortable or, at the very least, take a lot of energy. Leaders must be willing to invest in developing their coaching skills and cultivate a culture that values curiosity, continuous improvement, and feedback.