As much as leadership has changed in the past 4+ decades, I am still surprised that so many leaders fall into habits of management rather than leadership. I believe the missing link is knowledge about how to positively make an impact – for both themselves and their employees – to coach to mutual success. 

Most of us have been to great leadership seminars where the facilitator asks us to think of a leader who has inspired us and pushed others to greatness. The next question is usually, “What characteristics did that leader exemplify?” In the list that follows, we almost always hear “mentor”, “coach”, “empowering”, and “respect.”  

Coaching leverages the “go slow to go fast” mentality as the time spent coaching, empowering, delegating, and providing consistent feedback pays dividends in the long run when team members are autonomous, critical thinkers who feel respected and understand the strategic goals of the team and why they matter.

A few famous quotes that speak to the heart of coaching share this same sentiment: 

•  “Coaching is unlocking a person’s potential to maximize their own performance. It’s helping them to learn rather than teaching them.” Tim Gallwey (Athlete and Author) 

• “Probably my best quality as a coach is that I ask a lot of challenging questions and let the person come up with the answer.” Phil Dixon (Author) 

• "I absolutely believe that people, unless coached, never reach their maximum capabilities." Bob Nardelli (Businessman) 

• "Each person holds so much power within themselves that needs to be let out. Sometimes they just need a little nudge, a little direction, a little support, a little coaching, and the greatest things can happen." Pete Carroll (Professional Football Coach) 

The key to coaching is to set the vision or the target, empower the individual, and then step aside. The one-on-one check-in meeting is typically a conversation of “What is working well?” “What is not working well?”  and “Where do you need my help?”.

Coaching conversations, however, are focused on achieving a goal and increasing development along the way. As the coach, you do not provide the answers, but ask the questions to evoke personal exploration and curiosity.  

Strategic coaching questions include: 

• What makes this an effective strategy for you?  

• What is another choice you could make besides the two in front of you?  

• How will you gain commitment from your team members? 

• What outcome would be ideal? 

• What do you want to change? 

• What would the benefits be if you achieved this goal? 

• Where are you now in relation to your goal? 

• What has contributed to your success so far? 

• What do you think you need to do next? 

• What obstacles are getting in the way of success? 

• What resources can help you? 

When you shift into the mindset of a coach, growth and possibility accelerate because you are not the only avenue to success. Unlocking your team member’s potential is the greatest gift you can give as a leader.