Over the years, I have had many hats and still have. As a Team Manager, Project Manager, Head of Customer Excellence, and now as a career coach, educator, author, speaker, and as International President of Organization Women International Trade.
No matter what the setting and title are, one thing guided my work and relationships:
Humans thrive when they feel heard, seen, and empowered. That’s the foundation of the coach approach—the leader as a coach and not a boss for high-performing teams.
From a directive to transformational
I remember my first time as a manager, when I thought I needed to have all the answers. This is usually what new managers have in mind. I was prepared, had experience, and wanted to give clear instructions. What I was not ready for was the silence in the room. It was daunting, and I didn’t know exactly what to do. I realized later that what was missing was not creative ideas and suggestions, but rather an invitation to share them. I was leading from the front, meaning a directive approach versus a coaching approach.
That realization, that breakthrough, shifted my leadership approach. I changed my questioning from “How can I get them to do this?” to “How can I assist in letting them move forward?”. And that was the moment when our team meetings underwent a complete transformation. Team members began to show increased engagement, generating ideas and being willing to go the extra mile when needed. They grew, and so did the results.
The Coach Mindset – What does it look like?
The coach mindset is not about being soft or adding more meetings or constantly asking for votes. It’s about asking versus telling and listening instead of jumping in. Encouraging and leaving space instead of criticizing.
Here are some facts that I saw when leaders adopted a coaching mindset:
- Increased ownership – Team members feel empowered and engaged, and dare to take initiative
- Improved Collaboration – open dialogue and psychological safety are the norm
- Higher Performance – Empowered Individuals are ready to push boundaries
One of my clients, who was in the Finance sector, said, “I did not know that I was so much in the way until I started coaching instead of managing.” After working with me and unravelling her leadership style, transforming to a coaching modality, her team started to outperform, became more collaborative, and was ready to be engaged. In return, her relationship with the team increased, and she felt more like a leader rather than a manager.
Practical Shifts for Leaders
If you are a leader, a changemaker, or an entrepreneur, here are a few tips for you to level up your leadership style:
- Ask open questions: The famous 4 W’s will help you, such as Who, When, What, and Where. A wonderful invitation I like to use is: Tell me more. This is magic.
- Allow space and not control: Silence is power; allow your employees to think, reflect, and be at ease with the incredible sound of nothing. During this time, you will see how your team members come up with a great idea, suggestion, and proposition.
- Focus on Strengths: Have your teams and you focus on what you do well and build on these strengths, while also developing areas where improvement might be needed. It’s all about balance.
- Celebrate process and not the outcome: The effort is what is essential, not the outcome, all the time. Of course, we need to provide results; however, celebrating milestones creates pride, ownership, and the like. Progress builds momentum.
The coaching mindset builds culture
If you lead with a coaching mindset, you are not just producing results. It’s more than that. You create your team culture with your employees, where everyone feels heard, included, accepted, and respected. In such a culture, trust and resilience are baked in. This is a crucial aspect of any cross-cultural and hybrid team, where misunderstandings can slow down momentum. With a coaching mindset, you provide guidance, share the same values, purpose, and continuous learning and improvement—the cornerstone of any successful organization and team.
Under my various hats, I consistently leveraged my coaching skills, which proved effective in team meetings, executive board meetings, workshops, and, of course, my coaching sessions. After all, I am a coach.
Coaching mindset is not only trendy – it is essential.
So, here’s my question to you: Are you managing your team, or are you coaching them?
If you’re ready to explore this shift, start small. One conversation. One curious question. One pause to listen longer than you speak.
Because high-performing teams don’t just happen—they’re coached into being.
Need guidance on this journey?
Want to become a great leader? Reach out and we’ll explore your coach inside.
Just reach out.