How to be a better Manager?

Managers as Coaches

Great leaders don’t just coach—they adapt!

Many managers believe coaching is always the best approach, but the truth is, effective leadership requires flexibility. Coaching is a powerful tool, but knowing when to coach, mentor, or direct makes all the difference in developing your team! In today's fast-paced work environment, a manager's role has evolved beyond traditional supervision. Coaches guide teams toward achieving their goals by promoting personal and professional development. This approach not only boosts morale but enhances overall productivity. A key aspect of effective coaching is understanding the different facets of leadership, such as consulting and mentoring, and how they differ from coaching.

Defining Coaching, Consulting, and Mentoring

Before diving into actionable tips, it's essential to clarify what coaching, consulting, and mentoring entail. Simply put, coaching focuses on developing individual skills and maximizing potential. Coaches often use questions to stimulate thinking and encourage self-discovery, fostering a sense of ownership in the team members.

On the other hand, consulting provides expert advice on specific issues or challenges. Consultants typically bring outside expertise and offer solutions rather than facilitating growth from within. Mentoring, meanwhile, involves a more experienced individual guiding a less experienced one, often through sharing experiences and wisdom.

Recognizing these distinctions allows managers to adopt a multifaceted leadership approach, blending coaching with consulting and mentoring to best suit their team's needs.

Tips for Managers to lead as Coaches

Leading as a coach requires a skillful balance of empathy, active listening, and the ability to ask the right questions. Here are some practical tips for managers seeking to develop their coaching skills:

• Encourage open communication: Foster an environment where team members feel comfortable sharing their thoughts and ideas. This openness leads to valuable insights and helps you understand each individual’s perspective.

• Set clear goals: Work with your team to establish clear and achievable goals. This not only provides direction but also empowers them to take ownership of their roles and responsibilities.

• Ask thoughtful questions: Instead of providing immediate answers, ask questions that prompt reflection and critical thinking. This technique encourages team members to explore solutions independently, enhancing their problem-solving skills.

• Provide constructive feedback: Regular feedback (or Feedforward) is crucial for growth. Offer insights that are specific, actionable, and centered on improvement rather than criticism.

• Celebrate successes: Acknowledge and celebrate individual and team successes. Recognition boosts morale and reinforces a culture of achievement and motivation.

By embracing these coaching techniques, managers can create a positive and productive team atmosphere. Integrating elements of mentoring and consulting can amplify these efforts, ultimately positioning your team for greater success. Remember, the aim of coaching is not just to achieve results but to facilitate growth, resilience, and autonomous problem-solving.

Which style to choose when?

At its core, leadership is about mindsets. A fixed mindset assumes people either "get it" or they don’t, often leading to micromanagement.
A growth mindset sees potential and adapts—sometimes by guiding, sometimes by challenging, and sometimes by providing clear direction.

So, how do you decide? Let's see..

Coach when… your team member has the skills but needs clarity, ownership, or confidence. Instead of giving answers, ask powerful (open-ended) questions to help them find their own.
Mentor when… they lack experience and need guidance. Share insights, offer direction, and help them grow.
Direct when… the situation calls for speed or precision. If there’s no time for trial and error, be clear about what needs to happen.

Great leadership isn’t about sticking to one style—it’s about reading the moment, adapting your mindset, and knowing when to stand beside, guide, or lead from the front.