You’re in a one-on-one with one of your team members. They share a problem, and before they even finish, you jump in with the answer. They nod, take notes, and leave. A few minutes later, it hits you—you solved it for them, again.
If this sounds familiar, you’re not alone. New leaders often jump into ‘fix-it mode’ because they genuinely want to help and feel it’s their responsibility. But helping doesn’t always mean solving—sometimes it means coaching people to find their own answers.
Here’s why it matters: Leaders who receive coaching are 2.7 times more likely to feel accountable in their role. Companies with strong coaching cultures are also more likely to be in the top 10% for financial performance.
In this article, you’ll learn simple coaching skills that help you stop being the bottleneck, build trust, and grow your team.
Get practical tools and real examples to put these ideas into action with the Co-Active Foundations.
Why Coaching Conversations Matter More Than Ever
Work is more spread out than ever, and the old top-down style doesn’t work. A report from the Institute for Corporate Productivity (i4cp) found that 86% of companies say work is now distributed, yet 58% of leaders admit they’re only “somewhat” effective in this setup.
The result? Burnout is rising, productivity is slipping, and most leadership programs aren’t fixing the real problem. In today’s workplace, decisions need to happen at every level—not just the top.
When leaders coach instead of tell, here’s what happens:
- Teams get stronger instead of waiting for answers.
- People stay engaged because they feel heard.
- Retention improves as top talent sees a future with the company.
Co-Active starts with one belief: every person is naturally creative, resourceful, and whole. Coaching conversations bring that belief to life—unlocking solutions that already exist inside your team.
What Happens When Leaders Don’t Coach
When leaders don’t coach, problems show up fast. Promotions aren’t the only way employees feel progress—learning new skills, coaching, and trying new roles also help people feel valued and more likely to stay.
As Josh Bersin, HR analyst, explains: “Employees are saying, ‘I expect you as an employer to help me keep up, and if not, I’m going to go somewhere else’” (LinkedIn Workplace Learning Report 2025).
Without coaching, here’s what usually happens:
- You become the bottleneck: Every issue flows back to you.
- High performers leave: They want growth, not micromanagement.
- Succession stalls: No one is ready to step up.
- Innovation slows: People wait for permission instead of sharing ideas.
The costs of not coaching—burnout, turnover, stalled growth—are higher than the time it takes to learn these skills.
Coaching vs. Managing Conversations
Leaders often ask what makes a coaching conversation different from a normal management chat. The difference is intent. And leaders don’t have to figure it out alone. Many companies are rethinking how they prepare managers. For example, The Coca-Cola Company uses leadership assessments, group training, and upward feedback to support managers. This has boosted how leaders are rated and raised satisfaction at work (LinkedIn Workplace Learning Report 2025).
“But I don’t have time for lengthy coaching conversations.”
We get it. Most leaders know they should coach more—the challenge is finding time in packed schedules. But here’s the reality: the few extra minutes spent coaching upfront saves hours of problem-solving later. When you build ownership instead of dependency, your team becomes more self-sufficient, not more demanding of your time.
Here’s a simple look at the difference:
Managing sounds like: “Here’s the problem. Fix it this way. Deadline’s Friday.”
Coaching sounds like: “What’s going well? What feels tough? What options do you see? What support would help?”
It’s not just different words—it’s a different outcome. Management gets compliance. Coaching builds ownership. And ownership means fewer fires to put out tomorrow.
Four Coaching Skills Every Leader Needs
These four skills are the base of coaching. They help you move beyond giving answers and instead build skills and confidence in your team. This is also how Co-Active thinks about leadership—seeing people as naturally capable and helping them grow through simple, real conversations (learn more here).
1. Listen for What’s Really Going On
Most leaders listen for updates. Coaching leaders listen for growth opportunities.
Try tomorrow:
- Action: In your next one-on-one, ask: “What’s working well?” and “What’s one challenge you’re facing?” Then repeat back what you hear.
- Time: 5 minutes
- Outcome: They feel heard, and you notice insights you’d normally miss.
2. Ask Questions That Expand Thinking
Good questions spark ownership and new ideas.
Examples:
- “What would you try if you couldn’t fail?”
- “What are we not considering yet?”
- “What would success look like if you owned this fully?”
Try tomorrow:
- Action: Replace one “Did you…?” with “What…” or “How…”
- Time: Instant
- Outcome: Your team shares more ideas instead of defending past actions.
3. Give Feedback That Builds Skills
Feedback should go beyond pointing out mistakes. The goal is to help people grow.
Try tomorrow:
- Action: Start with “I noticed…” and end with “What would help you next time?”
- Time: 3–5 minutes
- Outcome: They see feedback as support, not criticism.
4. Create Ownership, Not Just Compliance
Real accountability comes when people own their commitments.
Try tomorrow:
- Action: End by asking, “What does success look like?” and “How will you hold yourself accountable?”
- Time: 2 minutes
- Outcome: They design the path forward and own the result.
A Simple Framework for Any Coaching Conversation
To make coaching easier, follow this step-by-step flow. It works in almost any situation—whether you’re leading at work, navigating a difficult conversation with your partner, supporting a friend through a challenge, or helping a family member work through a decision.
This simple structure also aligns with the dimension of Leader Behind from the Co-Active Leadership Model, which shows that leadership is not just about being in charge but about choosing how to respond and engage in each moment.
- Find Out What Matters – “What’s most important today?”
- Understand Their View – “Walk me through how you see it.”
- Explore New Ideas – “What else could work?”
- Make a Plan – “What’s the next step?”
- Lock in the Learning – “What’s your biggest takeaway?”
Try this week: Use this flow in one conversation. Notice how it shifts from task-handling to skill-building—and how it reflects the Co-Active belief that leadership can come from anyone, in any role.
Measuring If Coaching Works
It’s not always clear if coaching is working. The impact often shows up over time, both in how people behave and how results improve. Watch for these signs that your coaching is making a difference:
- Performance: More ideas, smoother projects
- Development: People take on bigger challenges
- Engagement: Employees bring solutions, not just problems
- Retention: Leaders with coaching skills keep more top talent
How to Scale Coaching Across Teams
Coaching works best when it isn’t just one leader doing it, but when teams make it part of daily culture. Here are a few simple ways to spread coaching practices:
- Model it in meetings: Ask open questions instead of giving all the answers. Others will start doing the same.
- Pair up peers: Encourage team members to practice short coaching conversations with each other.
- Build routines: Start one-on-ones with two questions: “What’s working?” and “What’s tough right now?”
- Share wins: Call out moments when coaching led to a better idea, smoother project, or faster solution.
These small steps help coaching spread naturally across a group, so it becomes how people work—not just something leaders do.
Bring Coaching Conversations Into Your Leadership
Learning coaching skills isn’t about adding more to your plate. It’s about changing how you lead—so your team grows stronger, more confident, and more independent while you get your time back.
The most important takeaway: when leaders shift from giving answers to asking better questions, they unlock real growth in their people and themselves. And when you apply these skills consistently, you’ll see more engaged teams, stronger results, and less burnout.
Sign-up for Co-Active Foundations to get real examples and practical tools you can use right away.