How to Coach Teams as a Leader

One of the hardest balances to master as a leader is staying informed about your team’s work without crossing the line into micromanaging them. You want to support them, remove roadblocks, and guide outcomes without making them feel like you’re hovering. Here’s a framework I’ve found effective for maintaining that balance: 1. Set the Tone Early Make it clear that your intent is to support, not control. For example: “We’ll need regular updates to discuss progress and so I can effectively champion this work in other forums. My goal is to ensure you have what you need, to help where it’s most valuable, and help others see the value you’re delivering.” 2. Create a Cadence of Check-Ins Establish structured moments for updates to avoid constant interruptions. Weekly or biweekly check-ins with a clear agenda help: • Progress: What’s done? • Challenges: What’s blocking progress? • Next Steps: What’s coming up? This predictability builds trust while keeping everyone aligned. 3. Ask High-Leverage Questions Stay focused on outcomes by asking strategic questions like: • “What’s the biggest risk right now?” • “What decisions need my input?” • “What’s working that we can replicate?” This approach keeps the conversation productive and empowering. 4. Define Metrics and Milestones Collaborate with your team to define success metrics and use shared dashboards to track progress. This allows you to stay updated without manual reporting or extra meetings. 5. Empower Ownership Show your trust by encouraging problem-solving: “If you run into an issue, let me know your proposed solutions, and we’ll work through it together.” When the team owns their work, they’ll take greater pride in the results. 6. Leverage Technology Use tools like Asana, Jira, or Trello to centralize updates. Shared project platforms give you visibility while letting your team focus on execution. 7. Solicit Feedback Ask your team: “Am I giving you enough space, or would you prefer more or less input from me?” This not only fosters trust but also helps you refine your approach as a leader. Final Thought: Growing up playing sports, none of my coaches ever suited up and got in the game with the players on the field. As a leader, you should follow the same discipline. How do you stay informed without micromanaging? What would you add? #leadership #peoplemanagement #projectmanagement #leadershipdevelopment

When I was a leader, there was a time that I thought that improving my coaching skills meant giving better advice and moving quickly to solutions 😅. I was wrong. The first thing they teach in coaching certification is this: Coaches don't give advice. Instead, we believe that the coachee is the best person to solve their own problems as it helps them take ownership, builds creativity and fosters resilience. When I see leaders made this coaching mindset transformation, too, they get better growth, creativity and results in their teams. Here are three shifts you can make to improve your coaching skills as a leader: ➡️ SHIFT 1: Transform from hearing to intuitive listening. Intuitive listening is hearing a person fully beyond their words at face value. It is that little jolt, nudge or zinger you feel inside when you sense something is off, not lining up or maybe information is being withheld. You can ask questions like: ❔"I have a hunch there might be a deeper worry here, but tell me otherwise?" ❔“How long has this been a concern for you? Why is that?" ➡️ SHIFT 2: Move from problem solving to problem identifying. So much “coaching” is fruitless because leaders are too quick with advice or getting into action that we solve the wrong problem. Here are questions to help you get to the root of the issue so you solve the RIGHT problem. You can ask questions like: ❔“Why would it be so bad if XYZ happened?” (Points you towards the worry or belief holding them back) ❔“If you could make XYZ happen, what are you hoping that helps you avoid?” ➡️ SHIFT 3: Shift from telling to asking. Once the problem has been identified, it can be so tempting to unleash all of the brilliant advice that you've been holding back ;) However, great coaches know that asking the client/coachee how THEY'D solve the problem leads to better creativity, results and ownership. You can ask questions like: ❔What's been your current approach to solving this? ❔What else could you try? ❔What worked when solving another similar challenge? ❔How could this be happening FOR you? TRY THIS NEXT: In your next coaching conversation, ask one more question that you normally would before jumping into action. What coaching strategies have you tried to help you ask better questions and refrain from jumping in to solve the problem?

“This is my sixth manager in two years.” Sound familiar? That’s why the worst thing a new manager can do is take over the helm of the ship too quickly before they know what direction their team wants to go. Then, wonder why they’re experiencing disengagement, coaching resistance, missed quotas, team conflict and trust issues.   Making changes before understanding the current team landscape and dynamics will set you and your team up for failure.   Instead of assuming what would help, start by having a level-setting conversation so you can learn about each person’s goals, work-style, strengths, opportunities for coaching,  and how they want to be managed, motivated even held accountable. Here are several questions to open up the conversation. Remember, the questions flow both ways.   1-Let's start by sharing a little about ourselves, our background, current role.   2-How have you been managed before? 3-What worked? What didn't work? 4-How often did you meet with your manager for one-to-one coaching sessions that focused solely on your agenda? What was your experience? 5-What did you find most valuable in terms of how your manager supported you around achieving your goals? Least valuable? 6-What can I do that would make me your ideal manager?   7-How can I be your accountability partner so I’m supporting you around your goals and commitments in a way that sounds supportive and not like I’m micromanaging you? 8-Can you please share your expectations around how you want to (be managed, coached, work together, collaborate, communicate, handle problems, create mutual accountability, build a trusted relationship, etc.)? #leadership #salesmanagement #coaching