Leadership conversations often emphasize the importance of adopting a growth or resilient mindset to enhance performance and leadership skills. While these approaches are undeniably valuable, a less discussed but equally impactful perspective is the coaching mindset.
Coaching, as defined by Adam Grant, involves “helping people reveal their potential and overcome challenges.” Whether we think of a sports coach, career coach or life coach, the common thread is uncovering and fostering potential. For leaders, adopting a coaching mindset shifts the focus from simply providing answers to empowering others to grow holistically.
The foundations of a coaching mindset
The most effective coaches across business, sports, and personal development share a common approach: they focus on developing the individual. Instead of merely providing answers or solutions, they aim to build a toolkit for long-term growth. This process begins with trust — a foundation that allows the coach to connect deeply and authentically.
For instance, Phil Jackson’s coaching philosophy emphasized that “success comes from each player being their best self in service of something greater.” He focused on understanding his players beyond their skills — learning about their unique strengths, weaknesses, and personal motivations. Similarly, coaches like Bill Campbell and Geno Auriemma highlight the importance of building trust, fostering motivation and aligning individuals toward shared goals.
A coaching mindset also requires leaders to put aside their own biases and judgments to focus entirely on developing their teams. While this overlaps with servant leadership, which emphasizes supporting others’ growth, coaching is distinct in its tools and techniques. It centers on helping individuals think critically, uncover insights, and achieve their full potential — not through direct instruction but by empowering self-discovery.
Why leaders should embrace a coaching mindset
In a recent discussion with a colleague, we explored how leaders at our firm could adopt this mindset. We asked ourselves, what does a coaching mindset look like in practice? It involves cultivating curiosity, practicing active listening, asking empowering questions and encouraging accountability.
Unlike traditional leadership — which often focuses on delegating, advising or sharing expertise — a coaching approach is more dynamic. Coaches enter conversations without a fixed agenda, allowing space for authentic and meaningful dialogue. The immediate goal may emerge organically during the interaction, but it always ties into a broader vision of growth and potential.
Coaching is not about teaching or transferring knowledge. Instead, it’s about challenging others to evaluate options, identify barriers and uncover insights — both literal and emotional. Leaders accustomed to delegating or sharing best practices might find that shifting focus from outcomes to relationships reveals untapped potential within their teams.
Core elements of a coaching mindset
To develop a coaching mindset, leaders can adopt these four actionable strategies:
- Curiosity — Approach conversations with genuine curiosity. Instead of jumping in with advice or directives, seek to understand the person’s thoughts, experiences and motivations by asking thoughtful, open-ended questions.
- Active listening — Truly listening means being fully present. Pay attention to verbal and non-verbal cues, fostering trust and a deeper understanding of the individual. This presence unlocks richer insights and fuels more meaningful conversations.
- Open-ended questions — Empower others to think critically and explore creative solutions by asking questions that encourage reflection rather than guiding them toward a specific answer.
- Detachment from outcomes — Let go of personal biases or expectations about how things should unfold or what you would do as a leader. Focus on collaboration and curiosity, allowing the individual to take ownership of their decisions and growth.
The impact of a coaching mindset
Leaders who embrace a coaching mindset create an environment that empowers employees to prioritize personal and professional growth. Here’s how it could drive success:
- Empowerment and motivation — Employees feel encouraged to take ownership of their development, fostering engagement and motivation.
- Focus on continuous improvement — Coaching emphasizes learning and growth, benefiting not only employees but also the leader’s own development.
- Enhanced communication — By honing curiosity and active listening, leaders foster transparent and effective communication within teams.
The value of a coaching approach
As the workplace evolves, employees increasingly seek leaders who create environments of trust, psychological safety and opportunity. A coaching mindset allows leaders to foster this culture, helping individuals unlock their potential while driving team success.
By shifting from traditional models of leadership — characterized by advising and directing — toward coaching, leaders can create meaningful connections and empower others to grow. The secret to building thriving teams lies not in telling people what to do but in helping them discover what they can achieve.
Opinions expressed by SmartBrief contributors are their own.
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