Create A Coaching Culture

It’s about asking the right questions, not having all the answers

I believe the best direction is always in the form of a well-phrased question. Impactful leadership provides feedback and creates expansive environments where confidence grows, resilience builds, and people find the clarity to self-direct. Leaders and coaches shouldn’t dictate what to do or how to do it; but instead, ask the right questions. 

I worked with a seasoned, highly accomplished designer in my early coaching days. She was preparing to start a clothing collection and had no prior experience collaborating with a coach. She was drawn to my extensive design background and initially asked me to “check “ her designs and give critical feedback. She was used working in a highly directive and incredibly structured culture.  

Realizing her unexpressed need, I clarified that my coaching and leadership philosophies are deeply rooted in collaboration. This insight into my approach solidified her decision to work with me.

As her coach, I created an environment that empowered her growth through active listening, reflective inquiry, and asking the right questions. I centered her needs as a new business owner, not my opinions as a creative director.

If you’re in a leadership role, consider these three easy ways to build a coaching culture into your workplace. 

1. EMPOWER CURIOSITY

Curiosity ignites creativity and breeds fresh perspectives, innovative solutions, and powerful imagination.

People fundamentally need and want to have the autonomy to problem-solve for themselves. Leaders who embrace a coaching culture make it a priority to ask thought-provoking questions. Then, they listen. 

Curiosity in problem-solving supports people in developing critical thinking skills that build confidence, result in innovation, and lead to sustainable solutions.

In scenarios where we are leading, questions are 100% more impactful than advice. Thoughtful questions support people and reflect your belief in their ability to think creatively.

As leaders, giving people space and infrastructure they need to do what they do best ensures an environment where they can create, innovate and thrive. 

Encouraging exploration and curiosity shifts perspectives. It empowers calculated risk-taking that builds confidence and evolves good ideas into great ideas.

“Tell me, and I forget. Teach me, and I may remember. Involve me, and I learn.”

– Benjamin Franklin

2. LISTEN THOUGHTFULLY

Good listeners naturally ask good questions. When we Listen with open curiosity and a desire to understand what the person is saying, it’s incredibly effective. Careful, purposeful, reflective listening builds trust and respect. 

Word choice is important. It lends understanding around the points-of-view or perspectives communicated. Pay close attention to word choice in both listening and speaking. 

Listening with genuine interest leaves space for people to express thoughts more clearly and crystalize their vision and path forward.

Supporting talented people’s autonomy ensures innovative ideation. Create environments that prioritize reflective inquiry and ensure psychological safety to promote creative risk-taking. 

“Too often, we underestimate the power of a listening ear, which has the potential to turn a life around.”

– Martin Luther King, Jr.

3.  ACT WITH ACCOUNTABILITY

Leadership without accountability is just a passing conversation. As with coaching, good leaders connect conversations to action. Establishing the next steps with specific and measurable goals ensures the plan is manageable, sustainable, and leads to meaningful growth.

Be clear about your intention and approach, so people know what to expect. Earn the trust and mutual respect of people through transparency about your accountability. 

When I shared with my design client how my coaching and leadership styles manifest, it helped her understand how our partnership would evolve. I was clear about what accountability I had as her coach. As a result, our working relationship quickly found a rhythm, reminding me of why I do what I do.

A year into our relationship, my client’s vision is now a reality. Her passion and commitment to her growth and development inspire and energize me constantly. I am truly honored to be part of her progressive journey on the path to freedom and success as a business owner. 

Integrating a coaching culture into your organization, leadership style, parenting style and even daily living involves shifting the conversation’s focus toward collaboration and empowerment.