What Is Coaching Leadership? Isn’t It Just Coaching?
The term ‘coaching leadership’ does feel like a pleonasm – “the use of more words than are needed to express a meaning” (learn something every day). It is, in fact, a different concept from coaching, albeit very similar.
So let’s take a look at what coaching leadership means, its characteristics, history and some examples. And, of course, whether it’s worth your time.
What is Coaching Leadership?
Coaching leadership is a leadership style that’s all about helping individuals and teams to grow and develop their skills and abilities in order to help them reach their full potential. In other words - coaching.
While it does sound very similar to other types of leadership styles, coaching leadership is more than just giving simple direction and supervision. Instead, it involves providing hands-on guidance, support, and feedback to team members to ultimately improve employee engagement and productivity (and don’t forget boost business revenue).
The key word to remember here is development. Coaching leaders are committed to helping their team members flourish, and they use a variety of strategies to help them do just that. This may include:
Setting goals and objectives
Offering feedback and guidance
Understanding their needs outside of the workplace
Another important aspect of coaching leadership is the emphasis on collaboration and teamwork. Coaching leaders work to create a culture of openness, trust, and collaboration. They encourage open and honest communication, listen actively to individual team members, and provide tailored support and guidance with a deft hand.
“The ultimate leader is one who is willing to develop people to the point that they eventually surpass him or her in knowledge and ability.” – Fred A. Manske Jr.
Characteristics of Coaching Leadership
To be a coaching leader, you need to be:
Development-focused: Coaching leaders are all about helping their team members learn and grow using a variety of strategies.
Collaborative: They encourage open communication, listen actively to individual team members, and work to create a culture of trust and collaboration.
Supportive: They provide hands-on support and guidance to team members as needed, helping them to overcome challenges and achieve their goals.
Goal-oriented: They help team members set clear goals and objectives, and provide feedback and guidance to help them stay on track.
Empowering: They empower team members to take ownership of their work and to make decisions that contribute to the success of the team or organisation.
Flexible: They are adaptable and flexible, and are able to intuitively course-correct when they feel that’s what their team needs.
Transparent: Coaching leaders are open and transparent in their communication, and are willing to share information and resources with team members to help them succeed.
History of Coaching Leadership
Coaching has been around for a seriously long time. Ever since humans have had the power of communication.
Although the concept of coaching leadership we’re exploring today has roots in a variety of fields, including psychology, education, and of course, sports. This modern concept of coaching leadership is all thanks to the work of Dr Timothy Gallwey.
Dr Gallwey was a tennis coach and performance consultant in the 1970s who developed the idea of "inner game coaching" which focused on helping athletes to develop their mental skills and performance. He argued that traditional coaching methods, which focused on techniques and strategy, were not enough to help athletes reach their full potential.
Instead, he believed that coaches needed to up their game (no pun intended!) and help athletes more holistically by developing their mental skills, such as concentration and self-confidence, in order to achieve success.
Dr Gallwey's ideas about “inner game coaching” were game-changing (okay, that pun was intended) to the development of modern coaching leadership. His work helped to popularise the idea that leaders could make a real difference by looking beyond the objective (in this case – sport) and instead on the individual.
Since the 1970s, coaching leadership has evolved even more to the point where it has been embraced all around the world. It’s used by leaders in business, education, government, and other fields to help team members develop their skills, achieve their goals, and reach their full potential.
Coaching leadership has also been influenced by other leadership styles and approaches, such as transformational leadership. They both emphasise development, collaboration, and empowering team members.
“If there is anything I would like to be remembered for it is that I helped people understand that leadership is helping other people grow and succeed. To repeat myself, leadership is not just about you. It’s about them.” – Jack Welch
Examples of Coaching Leadership
Examples of coaching leaders can come from anywhere, even outside the world of sports.
Sheryl Sandberg, Chief Operating Officer of Facebook, is well-regarded for her coaching leadership style. She frequently holds one-on-one meetings with team members to discuss their goals and provide tailored support and guidance. She’s also a huge proponent of open communication and collaboration among team members, and regularly provides resources and training to help them be the best at what they do.
For a more left-field example, let’s look at multi-millionaire, media executive and philanthropist – Oprah Winfrey. As a coaching leader aficionado, she also encourages openness among team members. Be it through one-on-one meetings or large get-togethers, Oprah makes sure she truly understands the needs and ambitions of her team so she can provide the best possible guidance and support.
And it wouldn’t be a coaching leadership article if we didn’t include at least one sports coach (and it’s a doozy). That example is Phil Jackson, who famously led the Chicago Bulls during their legendary seasons (1989 to 1998).
Mitch Mitchell, leadership expert and writer for Forbes, said it best: “He famously understood the human side of his individual players. From letting Jordan and others golf to relieve pre-game stress, to greenlighting a ‘quick trip’ to Vegas for Dennis Rodman, he recognized his athletes as more than just accumulators of points, rebounds, and assists.”
Pros and Cons of Coaching Leadership
Before you race ahead and get the best coach whistle money can buy, let’s take a look at the pros and cons of coaching leadership.
Pros
✓ Helps team members to grow and develop their skills, which can often lead to increased motivation and productivity.
✓ Fosters a culture of openness, trust, and collaboration, which can help to build strong teams.
✓ Empowers team members to take ownership of their work and to make decisions that contribute to the success of the team or organisation.
✓ Flexible and adaptable, allowing leaders to adjust their approach to meet the needs of their team members.
Cons
❌ Providing individualised support and guidance to team members can be time-consuming for leaders.
❌ May not be the most effective approach in situations where quick decisions or decisive action is needed.
❌ Some team members may not respond well to a coaching leadership style, and may prefer a more directive approach.
❌ If team members become too reliant on the support and guidance of their leader, it may hinder their ability to develop independent problem-solving skills.
Closing Thoughts
As with all varieties of leadership, putting all your energy into mastering one style can be pretty limiting. But I can’t help but hold coaching leadership near and dear to my heart.
With such a strong emphasis on development and growth, it gives you the tools and know-how to create a culture of continuous learning and improvement within your team or organization. And that’s really what coaching leadership is all about – helping your team be their absolute best.
When your team is at its best, everything else will fall into place. But don’t take my word for it, let’s look again to basketball coach Phil Jackson: “That’s why at the start of every season I always encouraged players to focus on the journey rather than the goal. What matters most is playing the game the right way and having the courage to grow, as human beings as well as basketball players. When you do that, the ring takes care of itself.”
If you’re looking to transform the coaching culture in your organisation, or want to introduce executive coaching programmes, our services include the design of strategic curriculums and development solutions for all levels of leadership.
Our programmes are data-driven, underpinned by business psychology tools, that will equip your leaders with the capabilities required to lead your organisation through change and transformation successfully. Find out how we can transform your leaders by getting in touch today!
Book a consultation call with us today and learn how our bespoke services can impact your leadership’s approach to coaching.
Written by Michael
Michael Mauro is the founder of a forward-thinking organisation specialising in leadership, HR and employee development. With over a decade of global experience, Michael has become a leading voice on topics such as culture, inclusion, wellbeing, and the future of leadership.
