The Coaching Management Style: Definition & Examples

What is a coaching management style? 

The most common definition of the coaching management style is that it uses teaching and mentoring tools to bring out the best in employees. These managers help individuals identify areas to improve in and support their progress as they grow³. Instead of merely focusing on their team’s performance, coaching managers also pay attention to the performance of individuals making up that team.  

This management approach is focused on high performance and increasing productivity, empowering individuals to fulfil their career goals¹. Coaching leaders are focused on momentum, helping their team gain short-term goals while continuing to work towards long-term goals⁴. This leadership style also encourages “collaboration between team members, empowerment among individuals and fulfilment of career goals and tasks”¹. Keep reading to discover examples of the coaching management style, alongside pros and cons. 

Pros of coaching management 

Creates a positive work environment 

• Any management style that takes into account the needs of the team and individuals making up the team will positively impact the work environment and culture. 

• When a team feels valued, they are more likely to have a positive attitude towards work and improve their skills or produce higher quality work. 

• Read about our tips on improving workplace culture here. 

Team members are valued 

• A coaching leader focuses on developing their team’s skills, providing guidance and support to help their team members reach their full potential. 

• Team members feel valued as their needs are put first and skill development is prioritised in order to progress in their careers. 

• Employees may feel more comfortable in coaching sessions when discussing things privately rather than with their team. You could ask each team member whether they prefer individual or team meetings and tailor accordingly¹. Catching up with an employee over a cup of coffee can be a great, setting for one-to-one coaching sessions. 

Higher motivation 

• Employees feel motivated as there is a unified team where clear expectations have been outlined by their coaching leader, and everyone’s strengths are utilised. 

• Coaching managers spend more time one-on-one with their team members supporting them in identifying individual goals, and celebrating their wins. Employees with these managers feel valued and happy at work, leading to more motivation to do their best². 

Upskills employees 

• Team members with coaching managers receive guidance and clear expectations regarding their work, which creates skilled, productive individuals². 

• Managers who work one-on-one with their employees, help them grow their skills and become more productive and able to carry out their jobs more effectively³. 

• “When coaching leaders identify the strengths and weaknesses of team members, they also discuss potential areas of improvement, which helps improve their skills.”¹.

Cons of coaching management 

Slow turnaround time 

• Organisations that require rapid results should avoid using a coaching management style as it requires time and patience to work well².  

• For coaching management to be effective, leaders must take time to develop strong relationships with their employees in order to help them grow their skills and achieve their goals. 

• This may also lead to obstacles when there are time-sensitive tasks that require quick changes and turnaround from employees. Employees may take longer to make decisions and complete projects as they seek validation from their managers. 

Micromanagement 

• Employees needing to be coached and guided through their work could lead to managers overcompensating and micromanaging their team. 

• With coaching managers being so involved with their individual employees tasks and goal setting, there is a risk of employees becoming dependent on their managers for approval which could cause delays in projects, needing management to be involved in decisions on a micro level. 

• There may be times when team members are productively getting on with their work, and the best approach to management is to leave them alone, rather than actively try to coach them on a task or project⁴.

Coaching management is most effective when the manager identifies each individual’s strengths and weaknesses and supports them in improving². Examples of an effective coaching management style include: the manager asking questions instead of providing answers, supporting employees instead of judging them and facilitating their development instead of dictating what needs to be done⁴. Coaching requires a high level of trust, therefore employees must feel they are respected by their manager otherwise they may feel guarded and hesitant to listen to your advice¹.

Learn more about the coaching management style and check our article on the collaborative management style : 

1. https://uk.indeed.com/career-advice/career-development/what-is-coaching-leadership 
2. https://www.reworked.co/leadership/how-to-identify-your-leadership-style/#:~:text=Pros%3A%20Coaching%20leadership%20motivates%20team,leadership%2C%20as%20it%20requires%20patience 
3. https://www.risely.me/what-is-the-coaching-leadership-style/ 
4. https://www.forbes.com/sites/karadennison/2021/09/20/why-leaders-should-consider-shifting-to-a-coaching-leadership-style-now-more-than-ever/?sh=2da0d1b2f81c 
5. https://www.nestleprofessional.co.uk/news/insights/creating-positive-workplace-culture  

Related Articles