How to get started with the coaching leadership style

Gone are the days when the boss barked orders, and everyone followed. As we’ve collectively learned more about workplace dynamics, new leadership styles have emerged.

Coaching leadership sits at the more democratic end of the spectrum. This approach prioritizes learning and innovation, with bosses assuming a supportive, guiding role to help individuals be their professional best.

What is the coaching leadership style?

Coaching leadership is about empowering individuals to unlock their full potential and hit their goals. 

It’s a hands-on yet supportive way of leading, emphasizing personal and professional development. Rather than giving orders, coaching leaders guide individuals towards their own solutions, helping them gain confidence along the way. 

By focusing on growth rather than just outcomes, coaching leaders lay a strong foundation for all-round success. 

Key priorities for coaching leaders

• Building relationships — Coaching leaders take the time to understand people.
• Giving feedback — Leaders offer regular, honest insights to help their team flourish.
• Active listening — They prioritize listening and asking open-ended questions.
• Setting goals — Leaders help individuals set realistic and meaningful goals (usually in the SMART goal format). 
• Empowering others — Leaders empower people to solve problems independently.
• Promoting self-awareness — They encourage team members to reflect.
• Fostering a growth mindset — Coaching leaders cultivate a culture of learning.
• Balancing support and challenge — Leaders push individuals to step out of their comfort zones and reach higher.
  

What the coaching leadership style isn’t

To clarify, here are some things it is not.

• Micromanagement — Coaching leaders do not hover around their team like a moth to a lightbulb. Instead, guide them only when needed.
• Passive leadership — It’s not about stepping back entirely or avoiding difficult conversations. Coaching leaders actively engage with their team.
• A one-size-fits-all approach — Coaching leadership adapts to the unique needs of each individual. It’s not rigid or formulaic. 
• Focused solely on short-term results — This style values long-term growth over quick fixes. While short-term outcomes matter, coaches prioritize sustainable development.
• Solving every problem for others — Coaching leaders resist the urge to fix things themselves. Instead, they quip their team to think critically and find their own solutions.  
• Always being “positive” — Yes, the focus is on encouragement, but coaching leaders don’t shy away from the tough things. It’s about finding that sweet spot between being supportive and pushing for improvement.

How is coaching leadership different from other leadership styles?

Coaching leadership stands apart because it focuses on helping individuals grow rather than just directing them. ‘Individuals’ is a key word here: Coaching leaders tailor their approach per person rather than treating the team as a homogenized group. 

Some leadership styles are obviously different. 

• Autocratic leadership is the polar opposite. It features managers who make decisions without input from their team — whereas coaching leaders guide individuals by asking questions, offering feedback, and encouraging self-reflection. This style builds trust and empowers people to solve problems solo rather than mindlessly following orders. 
• Transactional leadership is about rewards and penalties, aka ‘the carrot or the stick’, whereas coaching leadership emphasizes long-term development and skill growth. All carrot, no stick! 
• Top-down leadership is related to autocratic leadership. It’s a hierarchical approach in which those at the top call the shots, while those underneath them carry out the orders. 

Some are more closely related:

• Mindful leadership: This approach is about emotional awareness and being present in the moment rather than personal development. 
• Democratic leadership: Democratic leaders ensure everyone has a voice in decision-making. Coaching leadership values this, too, but it’s more oriented toward individual development.
• Bottom-up leadership: With this approach, the decisions come from the team rather than upper management. While coaching leadership empowers individuals, it doesn’t necessarily shift the power dynamic. 
• Servant leadership: Servant leaders, as the name suggests, serve the team. They help them succeed and make sure their needs are met. Coaching leadership shares this servant mindset, but with a bigger focus on personal development.
• Compassionate leadership: Compassionate leadership focuses on empathy and understanding. Coaching leadership also involves empathy but leans more toward solution-finding and personal development. Compassionate leadership is also more reactive, focusing on addressing challenges, while coaching leadership is proactive, centered around continuous improvement.

The benefits of coaching leadership 

Coaching helps individuals build skills and grow over time. Leaders guide employees to think for themselves and solve problems, which boosts confidence and makes them more capable in their roles. As a result, performance improves steadily.

This approach also increases engagement by showing employees they matter. When leaders invest time in individuals, team members feel supported and motivated to grow in their careers. This support often strengthens loyalty and lowers turnover. 

By focusing on problem-solving and growth, leaders encourage innovation and trust through respect, empowering team members to grow, experiment, and share creative ideas rather than just following orders.

When to use the coaching leadership style

There are moments in every workplace where coaching leadership fits like a glove. 

Take the onboarding process. New recruits need a blend of guidance and encouragement. You want to show them the ropes but in a way that helps them learn independence. For employees with untapped potential, coaching can help them gain skills—it’s a win for them and a win for you. 

Complex challenges also call for a coaching approach. Instead of offering ready-made solutions, leaders can encourage their teams to think critically and collaborate. 

It’s also good for boosting innovation and motivation, navigating change, building independent teams, and upskilling employees without hiring new ones. 

That said, this style isn’t suited to every situation. In high-pressure crises where quick decisions are essential, a more directive approach might be required. But when the goal is to cultivate a skilled, motivated, and adaptable workforce, coaching leadership is a powerful tool.

Coaching leadership checklist: Questions to help you choose 

Below is a list of questions. If you answer yes to any of the following, coaching leadership should align with your goals. But remember — there are limitations, and it won’t be right for every situation — we’ll talk about what those are later on. 

Do you want to: 

• Onboard new team members? Guiding individuals who are new to a role helps them build confidence and develop essential skills.
• Promote career growth? For team members eager to progress or expand their skill set, coaching offers mentorship. 
• Encourage problem-solving? Coaching fosters collaboration and critical thinking to find effective solutions in complex situations. 
• How do you manage a transition? During periods of change, like restructuring or adopting new processes, coaching offers support and steadiness.
• Boost motivation? When individuals feel stuck or disengaged, this style reignites drive by focusing on personal development.
• Turn around a toxic work culture? When taking over a team marked by distrust or negativity, a coaching approach can rebuild relationships.
• Build independence? Coaching empowers team members to take ownership of their tasks, helping them to make confident decisions and work autonomously.
• Align objectives? If there’s a disconnect between organizational goals and individual priorities, coaching helps realign efforts and create a shared purpose
• Foster innovation? In environments that depend on creativity and adaptability, coaching cultivates a culture of learning and growth.
• Address low engagement? In teams where motivation is rock bottom, coaching can help individuals reconnect with their purpose.
• Break silos? Coaching helps bridge gaps between departments, encouraging collaboration and shared understanding.

The limitations of the coaching leadership style

Coaching leadership can be transformational. But like all approaches, it’s not perfect for every situation. 

Jobs with highly repetitive tasks, like assembly line work or data entry, probably won’t benefit much from coaching leadership. In these roles, there’s limited scope for personal growth or problem-solving because tasks are standardized and follow strict guidelines. 

Similarly, industries or situations that demand speedy decision-making or strict compliance, like emergency services or military operations, may not suit this style. In these cases, leaders often need to give clear, direct instructions rather than focusing on development or collaboration.

The challenges of implementing a coaching leadership style

Coaching leadership It’s also tricky to implement in certain situations. 

It’s time-intensive, which means leaders need to carve out time for one-on-one sessions. This isn’t always easy, especially in busy environments where competing priorities jostle for attention. 

On top of that, not all leaders have the right blend of people skills for coaching (empathy, patience, and a knack for asking the right questions, to name three). Those who aren’t well trained might struggle or need to call in a dedicated pro — which adds to the cost.

Coaching leadership challenges can come from employees, too. In organizations with a rigid hierarchy, it can be hard to foster a coaching culture. Employees may be more used to top-down instructions rather than the collaborative, growth-focused mindset that coaching leadership brings. Change is never easy, and getting people used to new levels of independence can take a bit of work.

And finally, there’s a risk of dependency.  If you don’t strike the right balance between guidance and empowerment, coaching can lead to over-reliance on the leader. Employees may become dependent on constant leadership rather than learning to make decisions on their own. Leaders need to make sure they empower their teams without creating a crutch.

10 ways to apply a coaching leadership style in your team

Applying a coaching leadership style needs thoughtful planning and consistent action. Here’s how to get started.

1. Create a foundation of trust

Trust is at the core of coaching. Without it, your efforts fall flat. 

Start by building open lines of communication with your team. Make sure everyone feels safe to share their thoughts, ask questions. And be transparent about your goals and intentions — when people know they’re respected, they are more willing to embrace guidance.

2. Focus on individual growth

Coaching isn’t about giving blanket advice. It involves understanding the unique strengths and challenges of each person on your team. 

Take time to get to know them on a deeper level. What are their career goals? What skills do they want to develop? Use this information to tailor your coaching approach. Set up regular check-ins to chat about their goals and how they can improve. 

3. Ask the right questions

Coaching leadership is about encouraging reflection as much as it is about promoting independence with tasks. Remember, the goal is to guide, not dictate. Instead of giving direct answers, ask questions that encourage reflection. 

Questions like, “What would help you overcome this challenge?” or “How might you approach this problem differently next time?” prompt critical thinking and self-awareness. This helps individuals find their own solutions, which in turn boosts their confidence. 

4. Give constructive feedback

Feedback is essential for growth, but it has to be helpful, not soul-crushing. Be specific about what someone did well and where they can improve. Frame your feedback to highlight the potential for development.

For instance, instead of saying “That was wrong,” or “you failed”, try “Here’s an opportunity for you to improve next time by doing this…,” or better yet — “how would you approach this differently next time?”. Make sure your feedback is actionable and encourages forward momentum.

5. Model the behavior you want to see

Teams look to their leaders – so as a coach and manager, it’s up to you to set an example. Want your team to get used to feedback? Show them how to accept it gracefully. If you want them to take initiative, demonstrate a proactive mindset. If you want them to focus better, be militant about protecting your own heads-down time. Your actions speak louder than words, so model the values you preach. 

6. Give support without taking control

Coaching leadership is about lifting your team, not spoon-feeding them (which creates overdependence). Share your insights, but let them make the choices. The more you let them lead their own development, the more capable they’ll become.  

Plus, this approach encourages a sense of ownership, which boosts motivation while helping to combat social loafing.

7. Encourage a growth mindset

Coaching is all about helping people flourish. Help your team transition their focus from ticking tasks off to developing their abilities for the long term. 

To help them ease into this new way of working, remind them that mistakes are part of the process, and encourage them to take measured risks. When people see setbacks as opportunities to learn, they become more resilient and open to trying new ideas.

8. Celebrate progress, not just results

It’s all too easy to focus on the finish line. Coaching leadership thrives on recognizing the small wins along the way. 

Celebrating milestones, whether it’s a team member overcoming a challenge, or improving their skills in a specific area, offers little injections of motivation. This recognition boosts morale and motivates people to keep aiming high for the whole journey (and not just at the beginning and end). 

9. Build your emotional intelligence

Emotional intelligence (EQ) involves being personable — aware of your emotions and understanding how they affect others. It also means being able to manage those emotions and build strong relationships. 

When you develop your EQ, you’ll be better at connecting with your team and offering the right kind of support. Practice active listening, and be mindful of how your emotional state can influence your behavior.

10. Be patient and consistent

Coaching takes time. You won’t see results overnight, and that’s okay. Be patient with your team and yourself. Consistency is key — make coaching an ongoing process, not a one-time event. When your team sees that you’re committed to their growth over the long term, they’ll be more invested in the journey.

11. Use tech to help the process

Collaboration tools are the coaching leader’s secret weapon. Project management software or help you and the team keep track of progress in a more hands-off way, thanks to real-time notifications and shared workflows that keep everyone in the loop. And when it comes to feedback, you have a wealth of automatically recorded stats on hand, lending weight to any points you make. 

Tech won’t replace the human side of coaching, but it can make everything run more smoothly and ensure no one’s development gets overlooked. Give Backlog a try for free today!