Coaching builds your team members’ capacity to analyze problems, consider multiple perspectives, and devise solutions in the moment. It can feel daunting to find the time for coaching, but you don’t need formal, hour-long sessions to effectively coach your employees. Some of the most impactful development moments happen during the regular flow of work—if you know how to spot and use them.
Use the coaching bridge. When someone brings you a challenge, don’t jump straight to solving it. Start with a question to explore their thinking. Then share your perspective, and finish with a follow-up question that hands back ownership: “Given that, what will you do next?” This three-part structure builds problem-solving skills and accountability—without taking more time.
Ask better questions. Resist the urge to give quick advice. Instead, have go-to prompts ready: “What options are you considering?” “What’s getting in your way?” “If you couldn’t fail, what would you try?” These questions spark strategic thinking and prepare your team to make stronger decisions.
Practice strategic silence. After you ask a question, pause. Let them think. Leaders often fill silence with answers; holding space signals confidence in the other person and invites deeper insight.
Choose your coaching moments. Focus your energy on high-impact opportunities: recurring decisions, complex challenges, and moments with long-term growth potential. |
