26 years ago, in a workshop, I encountered a coaching approach to leadership. It was a turning point for me and I was smitten from the outset.
What did I love about it?
On the day it was the clear principles that underpinned the approach; the skills highlighted, that if practised could be improved, it was the human centred nature of the conversations and it was the possibility of what this style could provide me, and the team I led.
During the next few days it was the effectiveness of the approach. Bottom line, it worked. Even though I was clumsy with it, my performance improved and I was more effective at supporting others to improve.
Over the last 26 years it’s been the depth and breadth of conversations, the clarity, the energy, the endeavour and success of people.
I’m still smitten and I’m not the only one. That workshop was the start of my Leader as Coach journey. For the last 15 years I’ve been hands-on involved in supporting managers and leaders across many different organisations, geographies and cultures to become adept at using a coaching approach.
I’ve lost count of the number of leaders who’ve bemoaned the fact that they hadn’t had the training earlier in their career.
It’s a huge enabler for under pressure leaders and their teams. Or as one described it “the ultimate cheat code!”
Asides from my love for it there is a wide body of evidence supporting the case for adopting a Leader as Coach approach.
Mark Colgate published a Review entitled “The Importance and Application of a Coaching Style in Business” in August 2025. In the review he synthesised peer-reviewed evidence on Coaching Leadership Style published between 2000 and 2025 (and no I did not write them!)
It’s well worth a read and headlines include that a Coaching Style of Leadership:
• Enhances employee motivation
• Facilitates skills development
• Promotes psychological safety
• Strengthens organisational adaptability
• Advances leader’s effectiveness and emotional intelligence.
Colgate states “Collectively the evidence positions coaching leadership not as an optional enhancement but as a strategic requirement for organisations seeking sustained competitive advantage."
If you would like to chat about how we develop a coaching style in leaders message me.
