Coaching Leadership: 5 Tips for Getting Started

There are 2 types of leaders out there: transactional and transformational. The first one focusses on getting stuff done.

The second doesn’t just focus on the output, it focusses on enabling folks to get stuff done - and learn along the way. It’s more of a partnership and less of a dictatorship. It’s also known as a coaching leadership style.

What makes an exceptional leader? Sure, we can all agree they need to have a knack for making tough decisions and driving results, but there's something more profound at play here. 

Effective leadership creates a workplace culture that thrives, inspires, and transforms. 

But how can we achieve this while juggling everything else as busy leaders?

We know. We get it; leading a team or an entire organisation can sometimes feel like a never-ending juggling act. Deadlines, meetings, and the constant demand for results can leave little room for nurturing a thriving workplace culture. 

Yet, the secret to becoming an exceptional leader lies in harnessing the power of coaching leadership to make a lasting impact on your team. It’s all about collaboration, and inviting your people to take initiative.

So, if you're eager to supercharge your team culture and transform your organisation from within, read on to explore five practical tips that will help you do just that.

What is Coaching Leadership? 

Coaching leadership is all about guiding your team to bring out the best in them, not barking orders or micromanaging them to get the results you want. 

This approach is the opposite of the autocratic leadership style, which focuses on top-down decision-making with no room for team autonomy. 

The difference between being a coach and a manager

To understand coaching leadership, it's essential first to recognise the distinctions between a manager and a coach using the coaching leadership style:

Managers typically handle administrative responsibilities, evaluate performance, and uphold quality standards. 

Coaching leadership, however, prioritises development, growth, and partnership. Rather than just supervising and assessing performance, coaching leaders actively aid their team members' personal and professional progress. 

Using this style, you can encourage discussions, facilitate learning experiences, and cultivate a collaborative atmosphere where team members feel empowered to take charge of their development.

5 Tips for Practicing Coaching Leadership

Now that we've explored the essence of coaching leadership let's dive into five actionable tips to help you practice this transformative leadership style effectively:

1.Ask Open Questions That Encourage Thinking

One of the core principles of coaching leadership is to encourage critical thinking and self-reflection among your team members. 

Instead of providing solutions, you stimulate employees' autonomy by asking open-ended questions that prompt them to explore possibilities and solutions independently. Overall, it helps to empower your team and helps them develop problem-solving skills.

Think about asking open-ended questions like:

• "How do you handle stress or pressure at work, and are there ways I can help you manage it better?"

• "What can I do to create a more supportive and inclusive work environment for you and the team?"

• "What ideas do you have for improving our processes and workflows?"

2.Provide Timely & Constructive Feedback

Constructive feedback plays a pivotal role in coaching leadership by catalysing individual and team development. It is the cornerstone of a supportive and growth-oriented work environment. 

To deliver feedback effectively within a coaching leadership framework, it's crucial to follow a structured approach that prioritises growth and improvement. Here's a framework to help you provide feedback that fosters development:

Prepare:

Gather relevant information and examples before delivering feedback to ensure your feedback is specific and based on observable behaviours. Clarify your intentions for the feedback session.

Choose the Right Time and Place:

Timing matters. Select a suitable moment when you and the team member can focus without interruptions. Ensure privacy and a comfortable environment.

Start Positively:

Begin with positive feedback or acknowledging the team member's strengths. This sets a constructive tone and builds confidence.

Be Specific and Objective:

Offer feedback that is specific, clear, and based on observable behaviours. Avoid vague or generalised statements. Provide examples to illustrate your points.

Encourage Self-Assessment:

Invite the team member to reflect on their performance or behaviour before sharing your perspective. Ask open-ended questions like, "How do you think you handled that situation?"

Address Areas for Improvement:

Provide feedback on areas where improvement is needed. Use a constructive and supportive tone. Use "I" statements to express your observations and concerns.

Collaborative Goal Setting:

Work together to establish clear and achievable goals for development. Ensure that the team member is actively involved in setting these objectives.

Offer Support:

Inquire about the resources, training, or assistance the team member may require to achieve their goals. Be willing to provide guidance and assistance as needed.

Follow-Up:

Schedule follow-up discussions to track progress, offer ongoing support, and celebrate achievements. Document the feedback and goals for reference.

Maintain Consistency:

Consistency in providing feedback is essential. Don't limit feedback to formal evaluations; offer it regularly throughout the year.

By following this framework, you can effectively deliver constructive feedback that addresses performance issues and nurtures a culture of continuous improvement and development within your team.

3.Create Collaborative Spaces

As a coach leader, creating collaborative spaces to brainstorm solutions and address challenges is essential for your team development. Here's how you can facilitate this:

Meetings and Workshops:

Organise regular team meetings or workshops dedicated to problem-solving and innovation. Encourage active participation and idea sharing.

Cross-Functional Teams:

Create cross-functional teams or task forces to tackle complex issues that require diverse expertise and perspectives.

Use Technology:

Leverage collaboration tools and technology platforms that facilitate idea sharing, document collaboration, and remote teamwork, if applicable.

By emphasising the importance of clear, aligned goals and creating collaborative spaces for solution-building, coaching leaders can cultivate an environment where team members feel empowered to contribute to the organisation's success while developing their skills and capabilities.

4. Model Ideal Behaviour

By consistently modelling ideal behaviour, you create a powerful ripple effect within your team. Your actions serve as a blueprint for the culture and values you wish to instil, making it easier for your team members to emulate and internalise these positive traits and attitudes.

5. Invest in Development: Your Own and Your Team's

By investing in your personal growth and your team's development, you nurture a culture of continuous improvement and drive long-term success. This often requires focusing on:

Personal Growth:

Embrace continuous learning, seek mentorship, and use feedback for self-improvement.

Team Development:

Create individual plans, offer skill enhancement, provide coaching, and foster a culture of collaboration.

Being a coach leader isn’t easy. It takes time & effort.

But if you stick with it long enough, you’ll see the impact on your team!

Coaching leadership is a powerful approach that can transform how you lead your team and organisation. You can become a more effective coach leader by investing in developing your own coaching skills, dedicating time to nurture your team, and leveraging emotional intelligence. 

Implementing the five tips mentioned here will enhance your leadership skills and contribute to a culture of growth and excellence within your organisation.

Need help?

If you're interested in taking your leadership to the next level and exploring leadership development courses, we invite you to reach out. 

Let's chat about how coaching leadership can benefit you and your organisation on the journey to success.