Adopting a coaching leadership style is a highly effective approach to unlocking the full potential of your team. At HIGH5, we specialize in a strengths-based approach, to empower leaders and their organizations. Our scientifically validated HIGH5 strengths assessment provides deep insights into individual and team strengths. We coach leaders to tailor their mentoring strategies and create an environment where each team member can leverage their unique talents to contribute their best.
A coaching leadership type has many advantages, such as improved communication, productivity, and morale. When properly executed, a coaching leadership style will increase productivity and improve the morale of your team members. In this article, we will discuss key characteristics of a coaching leadership style. We will also provide an example of a coaching leader and some of the advantages that this type of leadership can have.
What is the coaching leadership style?
Coaching leadership focuses on developing team members through teaching and mentoring. This type of leader provides guidance and support to help their team members improve their performance. Coaching leaders make use of the HIGH5 strengths assessment, which provides in-depth insights into individual strengths and how to optimize them!
By understanding their team members’ unique strengths through the HIGH5 assessment, coaching leaders can adjust their mentoring approach, provide personalized guidance, and create an environment where individuals can thrive and contribute their best. A coaching leader typically has a thorough understanding of their team member’s strengths and weaknesses. They use this knowledge to provide tailored support that helps their team members reach their full potential.
The key characteristics of coaching leadership style
The following are ten key qualities that those who have a coaching leadership style typically possess:
- Future-focused
- Supportive
- Empowered
- Reflective
- Honest
- Forward-thinking
- Helpful
- Patient
- Flexible
- Rewarding
The coaching leadership style has many key characteristics that make it an effective way to lead.
Pro Tip From HIGH5
Utilize the HIGH5 team strengths profile to identify collective strengths and areas for growth. Assign projects and responsibilities that align with the team’s dominant strengths, ensuring optimal collaboration and performance. For areas of improvement, create cross-training opportunities that allow team members to learn from each other’s strengths.
Coaching leadership example
A coaching leadership style is a great way to motivate employees and help them achieve their goals. The best practices for using this type of leadership include providing clear goals and objectives, giving feedback and support, and maintaining an open line of communication. For example, a manager who employs a coaching leadership style might give employees specific goals to achieve and then provide feedback and support as they work towards meeting those goals. This type of leadership can help employees feel more engaged and motivated at work.
Managers who want to practice coaching leadership can try the HIGH5 strengths assessment to gain insights into their employees’ unique talents and motivations. It’s fast, scientifically backed, and comprehensive. With this knowledge, they can set specific, personalized goals that align with each employee’s strengths, increasing the likelihood of success. 65% of employees in organizations with a strong coaching culture report being highly engaged [1]. That’s over one in two! Regular feedback sessions should focus on leveraging strengths, addressing development areas, and celebrating achievements. A coaching leadership style can help managers build better relationships with their employees, which increases communication and collaboration.
Pro Tip From HIGH5
During feedback sessions, focus on celebrating and amplifying your team members’ strengths, rather than solely addressing weaknesses. Encourage them to identify their strengths and reflect on how they can apply their strengths to overcome challenges and achieve their goals more effectively.
Best jobs and careers for leaders with a coaching leadership style
The following are some jobs that are great for those who want to use a coaching leadership style:
- HR manager
- Training & development manager
- Organizational consultant
- Management consultant
- Executive coach
- Leadership development specialist
- Career counselor
- Recruiter
- Leadership trainer
Human resources manager
An HR manager is responsible for overseeing all aspects of the human resources function within the organization. They work with employees to provide guidance and support, help set and track employee goals, and develop training programs.
Training and development manager
A training and development manager is responsible for designing and delivering training programs that help employees learn new skills and improve their performance. They also work with managers to identify training needs and create programs that meet those needs.
Organizational development consultant
An organizational development consultant works with businesses to improve their overall performance. They help organizations assess their current state, identify areas of improvement, and develop plans to achieve their goals.
Management consultant
A management consultant works with businesses to help them improve their operations. They assess a company’s current state, identify areas of improvement, and develop plans to help the company achieve its goals.
Executive coach
An executive coach works with executives and other high-level leaders to help them improve their performance. They provide guidance and support, help set and track goals, and provide feedback on progress.
Leadership development specialist
A leadership development specialist works with businesses to help them develop their future leaders. They help create and implement leadership development programs, assess leadership potential, and provide coaching and support to emerging leaders.
Career counselor
A career counselor helps people make decisions about their careers. They guide choosing a career, finding jobs, and developing skills for the workplace.
Recruiter
A recruiter is responsible for finding qualified candidates for open positions within an organization. They screen resumes, conduct interviews, and make recommendations to hiring managers.
Leadership trainer
A leadership trainer is responsible for designing and delivering training programs that teach people how to be effective leaders. They work with managers to identify training needs and create programs that meet those needs.
Advantages and disadvantages of a coaching leadership style
Every leadership style comes with its own set of advantages and disadvantages. Here are some of the key advantages and disadvantages of coaching leadership.
Pros of a coaching leadership style
- Coaching leadership can help employees feel more engaged and motivated in their work
- It can help managers build better relationships with their employees, which can lead to increased communication and collaboration
- Coaching leadership is a great way to achieve results while also improving employee morale and engagement
- Managers who use a coaching leadership style tend to be more successful than those who don’t
- Employees tend to be more relaxed and more likely to ask for help
Cons of a coaching leadership style
- Coaching leadership can be time-consuming and requires a lot of effort from both the manager and the employees
- It can be difficult to implement in large organizations, where there may be resistance from employees who are used to more traditional methods of management
- Not all employees will respond well to coaching leadership, and it may not be appropriate for all situations
- It is still a relatively new approach [2], so there is still much to learn about it
- It can be difficult to quantify the results of coaching leadership, which can make it difficult to justify its use in some cases
When to use a coaching leadership style?
A coaching leadership style is most effective when long-term development and growth are the goals, particularly when team members need guidance to build new skills or gain confidence. This approach fosters a collaborative environment, encourages self-reflection, and helps individuals reach their full potential.
Who is a good example of a coaching leader?
While some of those who employ a coaching leadership style are publically known figures, many more are not. Most coaching leaders operate in relatively anonymous positions within their organizations. This is likely because the coaching style of leadership is more about developing those around them than it is about seeking personal glory or recognition. One well-known example of a coaching leader is Bill Walsh [3], legendary head coach of the San Francisco 49ers from 1979 to 1988.
Under Walsh’s guidance, the 49ers won three championships and became one of the most successful teams in NFL history. What made Walsh such a great coach? For starters, he was excellent at spotting talent and then molding that talent into a cohesive unit. He was also very good at making halftime adjustments and game-planning. But perhaps most importantly, Walsh was a master at motivating his players.
List of leaders with coaching leading style
A few other people that prove themself as good coaching leaders are:
- Steve Jobs, CEO of Apple
- Oprah Winfrey, talk show host, and media mogul
- Howard Schultz, CEO of Starbucks
- Indra Nooyi, CEO of PepsiCo
How to become a coaching leader? Step-by-step guide
- Assess strengths and weaknesses: Start by evaluating your own leadership skills and areas for improvement.
- Develop active listening: Focus on understanding your team’s needs and concerns through active listening.
- Provide constructive feedback: Offer clear, actionable advice to help individuals grow.
- Encourage self-reflection: Help team members identify their own solutions by asking open-ended questions.
- Promote accountability: Set clear goals and encourage responsibility for personal growth and team success.
- Invest in continuous learning: Stay updated with leadership techniques and adjust your approach to support team needs.
What is the main role of a coaching leader?
A coaching leader is a person who helps other people and teams to achieve their full potential. The main role of a coaching leader is to help their team members leverage their unique strengths. By using the HIGH5 strengths assessment, coaching leaders gain invaluable insights into their team’s talents and enable them to provide targeted guidance and support. This strengths-based approach effectively enhances performance and cultivates a culture of growth, collaboration, and engagement. Every team member feels valued and empowered to contribute their best!
History of coaching leadership style
The modern version of coaching can be traced back to the Human Potential Movement in the 1960s, where it was used as a way to help people unlock their potential through positive psychology [4]. Abraham Maslow and Carl Rogers, who were both part of this movement, developed the idea that everyone has the potential to reach their full potential if they have the right support. The coaching leadership style has its roots in this idea.
5 great books to encourage a coaching leadership style
1. The Coaching Habit: Say, Less, Ask More & Change the Way You Lead Forever, Michael Bungay Stanier
Presenting seven key types of questions that coaches use to help their clients move from stuck to unstuck, this book provides a simple and practical framework for changing the way you lead forever.
2. The Coaching Effect: What Great Leaders Do to Increase Sales, Enhance Performance, and Sustain Growth, Bill Eckstrom and Sarah Wirth
With authors Bill and Sarah having spent years as business coaches, this book provides insights on how to increase sales and sustain growth by becoming a coaching leader. It also lays out the behaviors of leaders with a coaching mindset.
3. Performance Conversations: How to Use Questions to Coach Employees, Improve Productivity, and Boost Confidence (Without Appraisals.), Christopher Lee
Asking questions is key to good coaching, and this book by Christopher Lee provides a blueprint for doing so. It demonstrates how to have productive performance conversations with employees (without using appraisals), and how to coach people to achieve their goals.
4. Co-Active Coaching: The proven framework for transformative conversations at work and in life, Karen Kimsey-House, Henry Kimsey-House
Breaking down the fundamentals and providing models that illustrate how co-active coaching works, this book provides an in-depth look at transformative conversations.
5. Helping People Change: Coaching with Compassion for Lifelong Learning and Growth, Richard Boyatzis, Melvin L. Smith, and Ellen Van Oosten
This is a crash course in coaching that takes a holistic view of human change. With a human-first approach to coaching, this book provides the principles and practices that will enable you to help people change in meaningful ways and understand them.
Coaching leadership style FAQ
What are the 4 coaching styles?
- Directive
- Supportive
- Analytical
- Creative
Directive coaching is all about giving clear instructions and expectations. It’s the “just do it!” approach. Supportive coaching is more about creating a relationship of trust and mutual respect. It’s the “I believe in you” approach. Analytical coaching is based on data and logic. It’s the “let’s figure this out together” approach. Creative coaching is focused on tapping into your team members’ creativity. It’s the “what if we…?” approach.
How do you use coaching as a leadership style?
When using coaching as a leadership style, it’s important to remember that everyone is different. What works for one person may not work for another. The key is to be flexible and adapt your coaching to the individual.
References:
- Benefits of a coaching culture on business results. (n.d.). https://roiinstitute.net/wp-content/uploads/2021/08/Benefits-of-Coaching-Infographic.pdf.
- Ibarra, H., & Scoular, A. (2019, November). The leader as coach. Harvard Business Review. Harvard Business Review. https://hbr.org/2019/11/the-leader-as-coach
- Rapaport, R. (1993, January 1). To Build a Winning Team: An Interview with Head Coach Bill Walsh. Harvard Business Review. https://hbr.org/1993/01/to-build-a-winning-team-an-interview-with-head-coach-bill-walsh.
- Passmore, J., & Evans-Krimme, R. (2021). The Future of Coaching: A Conceptual Framework for the Coaching Sector From Personal Craft to Scientific Process and the Implications for Practice and Research. Frontiers in Psychology, 12, 715228. https://doi.org/10.3389/fpsyg.2021.715228.
