12 Leadership Styles - Coaching
Empowering Growth from the Sidelines to the Boardroom
I wouldn’t be a coach if I didn’t love coaching as a leadership style. But let’s go back further. For a lucky few of us, our dad was our first coach—and I’m grateful to say that’s true for me. I had a dad who was good at so many things (and yes, he was stronger, better, and tougher than your dad…yup, I just went “playground” on you!). It would have been easy for him to use his authority, big voice, and size to intimidate and give orders. But he didn’t. He coached.
He watched me (and my siblings) with deep attention and gave us tips on how to be better—at life, school, sports, anything. And it wasn’t just coaching; my dad had an instinct for when we needed more. His attention was so sharp that he knew exactly when to step in and give us more than coaching—when we needed a push, a guiding hand, or a serious talk. He wasn’t trying to mold us into something we weren’t; instead, he was always watching for who we were becoming and stepping in at just the right time to help us make tiny adjustments. He wanted us to be ourselves but the best version of ourselves. That’s what coaching leadership is all about.
So, what exactly is Coaching Leadership in the workplace? When does it work, and when does it fall flat? Let’s dive in.
What is Coaching Leadership?
Coaching leadership is a style focused on helping individuals develop their skills, self-awareness, and potential. Much like a sports coach, leaders who adopt this approach provide feedback, guidance, and encouragement to help their team members grow personally and professionally. This leadership style is less about giving direct orders and more about fostering a supportive environment where people can learn, grow, and succeed.
Coaching leaders take the time to understand each team member’s strengths, weaknesses, and goals. They provide personalized support and challenge their team members to reach their full potential by asking the right questions and offering constructive feedback. At its core, coaching leadership is about continuous improvement—not just for the individual but for the entire team.
The Pros of Coaching Leadership
Personalized Development: Coaching leaders invest in the personal growth of their team members. By focusing on individual strengths and weaknesses, they can tailor their support to each person’s needs.
Long-Term Growth: This leadership style helps build the future leaders of the organization by developing talent from within. Employees feel supported and motivated to grow, knowing their leader is committed to their success.
Confidence: Rather than telling people what to do, coaching leaders empower their team members to make decisions and take ownership of their development. This can lead to increased innovation and problem-solving.
The Cons of Coaching Leadership
Time-Intensive: Coaching leadership requires a significant investment of time and energy. Leaders must build trust with each team member, provide ongoing feedback, and check in regularly. In fast-paced environments, this can be challenging to maintain.
Not Effective in Crisis Situations: Coaching leadership is about development, which means it’s not the best fit for situations requiring quick decisions or immediate action. In a crisis, teams may need more directive leadership to move forward efficiently.
Don’t Weaponize Coaching!
Coaching can be weaponized if misused or applied with ulterior motives. While this style is rooted in support and development, it can become manipulative when leaders disguise micromanagement or control as "coaching." For example, constantly offering feedback under the guise of improvement can feel invasive, leading team members to feel scrutinized rather than supported. If leaders focus excessively on "corrections" without empowering individuals or giving them autonomy, it can create an atmosphere of mistrust and frustration.
Additionally, coaching leadership can be weaponized when it’s used to unfairly shift responsibility for performance issues onto employees. A leader might claim to be “coaching” a team member but instead subtly blame them for not meeting expectations, rather than addressing systemic or organizational problems. In these cases, the coaching style can become demoralizing and disengaging, turning what should be a developmental process into a tool for exerting pressure or control.
Coaching Leadership in Action
Mary Barra – As the CEO of General Motors, Mary Barra is known for her coaching leadership style. Barra is deeply invested in the personal and professional development of her team members. She regularly provides feedback, empowers her employees to make decisions, and encourages them to take ownership of their work. Her focus on development has been crucial in guiding GM through transformative periods, particularly as the company shifts towards electric vehicles.
Dawn Staley – Head coach of the South Carolina Gamecocks women’s basketball team, Dawn Staley exemplifies coaching leadership on and off the court. As a former player and now a highly successful coach, Staley focuses on developing the whole athlete—both as players and as individuals. She emphasizes personal growth, leadership, and accountability, empowering her players to excel in all aspects of their lives.
Arlan Hamilton – Founder and managing partner of Backstage Capital, Arlan Hamilton practices coaching leadership in her work with underrepresented founders. As an LGBTQ and Black woman in venture capital, Hamilton provides mentorship and guidance to the entrepreneurs she invests in. Her focus is not just on funding but on helping founders grow as leaders and build sustainable businesses. Hamilton's commitment to fostering growth and development has led to the success of many diverse startups.
Balancing Coaching with Other Leadership Styles
While coaching leadership is effective in many situations, it’s important to balance it with other leadership styles when needed. For instance, in high-pressure environments or during times of crisis, a more directive approach may be necessary to ensure that critical decisions are made quickly. The best leaders know when to switch between coaching and other styles to meet the needs of the moment.
Coaching leaders can also benefit from adopting elements of strategic leadership. By aligning their coaching efforts with the broader organizational goals, they can ensure that personal development not only helps the individual but also drives the company toward success.
Conclusion
Even though my best coach (dad) has been gone nearly seven years, I still hear his voice from the sidelines telling me to keep going, drive hard, listen deeply, and be kind. His is the voice that reminds me to ask for help when I need it. His is the voice that says, "More of that! Do more of that!" And it’s that spirit of coaching that continues to guide me in my own leadership journey.
If you’re interested in exploring how coaching leadership can help you and your team grow, book a discovery call and let’s talk.
Next week, we will discuss the last 3 styles…Transformational, Visionary, and Democratic. Stay tuned!
Leah