Understanding the Coaching Leadership Style: Examples and Use Cases

Leadership styles are more diverse and nuanced than ever. Among these, the coaching leadership style stands out for its emphasis on personal development, empowerment, and long-term growth. Unlike more traditional, directive approaches, coaching leadership focuses on unlocking an individual’s potential and guiding them to their own solutions. This article explores the essence of coaching leadership, its benefits, and practical ways to implement it in the workplace.

Coaching leadership is centered around the belief that every individual has untapped potential that can be harnessed through guidance and support. Leaders who adopt this style act more like mentors than managers, asking questions rather than giving direct orders, and encouraging team members to think critically and creatively.

The primary goals of a coaching leader include:

• Empowering individuals: By encouraging autonomy and self-direction, coaching leaders help their team members develop confidence and independence.
• Facilitating growth: Rather than providing solutions, coaching leaders guide employees through a process of self-discovery and problem-solving, which promotes deeper learning.
• Building a collaborative environment: Coaching leadership fosters an open and trusting atmosphere where feedback is both given and received constructively.

The coaching leadership style naturally cultivates future leaders by encouraging team members to take ownership of their development and responsibilities. This creates a pipeline of skilled, confident leaders within the organization.

Here are the key characteristics of this coaching leadership style:

• Active listening: Coaching leaders prioritize understanding their team members’ perspectives and needs. They listen attentively, without interrupting, to gain deeper insights into the challenges and aspirations of their employees.
• Empathy: This leadership style requires a high degree of empathy and emotional intelligence. Coaching leaders are attuned to the emotions and concerns of their team members, which allows them to provide more personalized guidance.
• Asking powerful questions: Rather than providing immediate answers, coaching leaders ask thought-provoking questions that prompt team members to reflect and develop their own solutions.
• Encouraging self-awareness: Coaching leaders help individuals recognize their strengths and areas for improvement, encouraging continuous self-assessment and growth.
• Providing constructive feedback: Feedback is given in a way that is supportive and focused on development. Coaching leaders ensure that feedback is actionable and tied to specific goals.

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Here are some coaching leadership style examples of how it can be applied in the workplace:

Situation: An employee is struggling with meeting project deadlines and seems overwhelmed by their workload.

Coaching leadership approach: Instead of reprimanding the employee or micromanaging their tasks, a coaching leader might set up a one-on-one meeting to discuss the challenges the employee is facing. The leader would ask open-ended questions such as, “What do you think is causing the delays?” or “How can I support you in managing your workload more effectively?” Through this conversation, the employee may identify specific obstacles, such as a lack of time management skills, and the leader can then offer resources or guidance on improving these skills.

Outcome: The employee gains a better understanding of their challenges and develops a plan to address them.

Situation: A team member expresses a desire to advance in their career, but is unsure of the next steps.

Coaching leadership approach: A coaching leader would take the time to explore the employee’s career goals and aspirations. Instead of simply telling the employee what to do, the leader might ask questions like, “What skills do you think are essential for the role you want to move into?” or “What experiences do you feel you need to gain to be ready for the next step?” Together, they can create a personalized development plan that includes training, mentorship opportunities, and stretch assignments.

Outcome: The employee feels supported in their career progression and becomes more motivated and engaged as they work toward their goals.

Situation: A team is tasked with developing a new product, but initial brainstorming sessions are unproductive, and team members are hesitant to share ideas.

Coaching leadership approach: A coaching leader might step in to facilitate a brainstorming session, using questions to encourage creative thinking. For example, they could ask, “What are some unconventional solutions we haven’t considered?” or “How might we approach this challenge differently?” In creating a safe space for experimentation and encouraging team members to take risks, the leader helps unlock the team’s creative potential.

Outcome: The team generates a range of innovative ideas, leading to the successful development of a new product.

Situation: Two team members are in conflict over the direction of a project, and their disagreements are affecting team morale.

Coaching leadership approach: Instead of unilaterally imposing a solution, a coaching leader would meet with each team member individually to understand their perspectives. The leader might ask questions like, “What do you believe is the best approach, and why?” and “How do you think your colleague’s perspective could contribute to the project?” The leader would then bring the team members together to facilitate a dialogue, guiding them to find a mutually agreeable solution.

Outcome: The conflict is resolved through open communication and mutual understanding, and the team members learn valuable conflict-resolution skills.

Situation: A high-potential employee is performing well in their current role, but could benefit from additional challenges to prepare for a future leadership position.

Coaching leadership approach: A coaching leader would have regular check-ins with this employee, discussing their strengths and areas for growth. The leader might ask, “What leadership qualities do you see in yourself?” and “What experiences do you think could help you develop further as a leader?” The leader could then assign the employee to lead a small project or mentor a junior team member, providing guidance and feedback along the way.

Outcome: The employee gains leadership experience and confidence, positioning them for a future leadership role within the organization.

Situation: The company wants to encourage a culture of growth and development among its employees.

Coaching leadership approach: A coaching leader might start by modeling a growth mindset, openly discussing their own learning experiences and inviting others to do the same. They could ask team members, “What skills are you most interested in developing?” and “How can we incorporate learning into our daily work?” The leader could also implement regular knowledge-sharing sessions where employees teach each other new skills or share insights from recent training.

Outcome: The organization fosters a culture where growth is valued and encouraged, leading to higher levels of employee satisfaction and adoption of new skills.

The coaching leadership style is a versatile approach that can be adapted to a wide range of industries, team sizes, and organizational cultures. While the core principles of coaching—empowerment, guidance, and development—remain consistent, the way these principles are applied can vary depending on the specific context.

Below are examples of how the coaching leadership style can be tailored to different environments:

In the fast-paced and often chaotic environment of startups, a coaching leadership style can be particularly valuable. Startups require agility, innovation, and a willingness to take risks—qualities that coaching leadership naturally fosters. In a startup, leaders can use coaching to help employees navigate ambiguity, develop creative problem-solving skills, and quickly adapt to changing circumstances. The flexibility of coaching leadership aligns well with the dynamic nature of startups, where roles and responsibilities may evolve rapidly, and employees often wear multiple hats.

For example, in a startup, a coaching leader might focus on helping team members identify and leverage their strengths in different areas, encouraging them to take on new challenges outside their traditional job descriptions. Through promoting a growth mindset and supporting taking on new challenges, coaching leaders in startups can help build a resilient and innovative team capable of sustaining the company’s rapid growth.

In contrast, established companies often have more structured environments with defined processes and hierarchies. Here, the coaching leadership style can play a crucial role in fostering continuous development and ensuring that employees remain engaged and motivated. In a large organization, a coaching leader might focus on helping employees navigate career paths within the company, providing guidance on professional development, and encouraging cross-departmental collaboration.

For example, in an established company, a coaching leader might work with employees to set long-term career goals and identify opportunities for growth within the organization. By encouraging a culture of mentorship and knowledge-sharing, coaching leadership can help maintain a sense of stability and career growth.

The rise of remote and hybrid work environments presents unique challenges and opportunities for coaching leadership. In remote teams, where face-to-face interaction is limited, coaching leaders must be intentional about fostering communication, trust, and connection. The coaching leadership style can be highly effective in remote settings by encouraging regular check-ins, providing clear and constructive feedback, and promoting a culture of accountability.

For example, a coaching leader managing a remote team might use virtual tools to facilitate regular one-on-one coaching sessions, ensuring that each team member feels supported and heard. They might also encourage team members to set personal and professional goals, offering guidance on how to achieve them in a remote work environment. Leaders who emphasize clear communication and build trust through consistent and empathetic leadership can help remote teams stay cohesive, motivated, and productive.

In a hybrid work setting, where some team members work remotely while others are in the office, coaching leadership can help bridge the gap between different working environments. Coaching leaders in hybrid teams need to ensure that all employees, regardless of location, have equal access to development opportunities and feel included in team dynamics.

For example, a coaching leader in a hybrid team might rotate in-person and virtual meetings to ensure that remote team members are as engaged as their in-office counterparts. They might also focus on building a strong team culture that transcends physical locations, encouraging collaboration and communication across all channels. In fostering an inclusive environment and addressing the unique challenges of hybrid work, coaching leadership can help create a seamless and integrated team experience.

The coaching leadership style is a powerful approach that not only enhances individual performance, but also fosters a culture of growth and collaboration within an organization. As businesses continue to navigate the complexities of the modern workplace, adopting a coaching leadership style can be a transformative strategy for long-term success.

Here are the key takeaways:

• Unlike more traditional, directive leadership styles, coaching leadership focuses on unlocking individual potential and guiding team members toward their own solutions.
• Coaching leadership involves active listening, empathy, asking powerful questions, encouraging self-awareness, and providing constructive feedback.
• Coaching leadership is adaptable to various industries, team sizes, and organizational cultures, whether in fast-paced startups, established companies, remote teams, or hybrid work environments.

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Cynthia Orduña

Cynthia Orduña is a Career and Business Coach with a background in recruiting, human resources, and diversity, equity, and inclusion. She has helped 50+ companies around the world hire and retain talent in cities like LA, SF, NY, Berlin, Tokyo, Sydney, and London. She has also coached over 300 people, from entry to senior levels, in developing their one-of-a-kind career paths, Her work has been featured in publications such as Business Insider, The Balance Careers, The Zoe Report, and more. To learn more you can connect with Cynthia on LinkedIn.