Why leaders who coach unlock more than performance
Let’s be real… most of us don’t wake up in the morning thinking,
“I can’t wait to be managed today!”
But… we do thrive when someone believes in us.
When they challenge our thinking and support us to grow.
That’s where coaching comes in.
For decades, leadership has been dominated by the old-school directive style:
“Here’s the problem, here’s the solution, now go do it.”
Sure… it gets things done.
But it often leaves people feeling more like cogs in a machine than creative, capable humans.
And I think we all know how that feels, right?
Now imagine a different approach.
One where leaders don’t just hand down answers, but instead lean in with curiosity and ask questions like:
What’s the outcome you’d like to see?
What are the options?
What might need to change?
That simple shift, from telling to coaching, changes everything.
The ripple effects of coaching conversations
When leaders start engaging in coaching conversations, the benefits go way beyond a quick performance boost.
Here’s what really happens:
People take ownership
Instead of relying on the boss for all the answers (which may not actually be the best solutions), employees step up with their own ideas. They are invested in the outcome and own the solutions because they created them. That builds confidence and accountability.
Trust skyrockets
Nothing says “I value you” more than genuinely listening and treating someone as a collaborator, not a task-doer. Coaching conversations build that trust, brick by brick.
Teams become more adaptable
When challenges arise (and let’s be honest… they always do), people who’ve been coached are better equipped to problem-solve and pivot quickly. They’re not waiting to be told what to do, they’re already thinking three steps ahead.
Engagement and loyalty deepen
Employees who feel seen, supported, and trusted are far more likely to stick around and give their best. Not because they have to, but because they want to.
Innovation is unlocked
Coaching sparks curiosity. It invites people to explore, experiment, and see problems from fresh perspectives. Suddenly, the team isn’t just executing tasks, they’re creating new possibilities.
From managing performance to enabling flourishing
Here’s the real kicker: coaching isn’t just about hitting the next KPI. It’s about creating the conditions where people flourish. Where they feel safe to try, trusted to step up, and motivated to grow.
That’s the kind of culture where businesses don’t just survive; they thrive. Because when people flourish, the organisation flourishes too.
So… if you’re a leader, ask yourself: am I giving directions, or am I creating space for growth?
The shift from control to coaching doesn’t just change conversations, it transforms entire organisational systems.
And the best part?
You don’t need to have all the answers.
You just need to ask the right questions.
Want to know what they are?
Talk to me about our Leader as Coach workshop. 🤩
ELLIE MASON is a leadership development facilitator and coach. Being immersed in organisational and leadership development for over 15 years, Ellie is fascinated with the human experience at work. Her approach is informed by Robert Kegan's Subject-Object Theory of Development, as well as Ken Wilber’s Integral Theory and Neuro-Linguistic Programming (NLP). Ellie encourages leaders to build cognitive capacity in order to strengthen capability and close the knowing-doing gap. Her mantra is “what might be possible?” and her goal is to unleash your potential.