Developing people at work is crucial for building high-performing, resilient, engaged and future-ready teams. Yet, many in leadership positions overlook workplace coaching as a valuable way to achieve these outcomes. Or they may believe they’re coaching when they’re managing. Both are valuable leadership skills, but they serve very different purposes. In this blog, we explore workplace coaching, why it matters, and how it differs from traditional management, helping you achieve greater potential in your team or organisation.

What Is Workplace Coaching?

Workplace coaching is a mutually beneficial relationship, focused on achieving personal and professional development. It’s generally a process where a more experienced professional (the coach) helps another individual (the coachee) develop their skills, knowledge, and abilities to improve their performance and achieve professional goals.

Workplace coaching can occur internally, with managers and leaders engaging employees in either formal coaching sessions or informal, on-the-go coaching sessions. When coaching occurs internally, it becomes a leadership style, providing employees with the opportunities, tools and knowledge to improve their productivity and job satisfaction.

Characteristics of workplace coaching

• Asking, not telling – open-ended questions encourage self-reflection and ownership
• Prioritising development over direction
• Empowering employees to think critically and take initiative
• Focusing on development over performance alone, which supports long-term growth, not just short-term gain
• Creating psychological safety at work, which builds trust
• Active listening, providing full attention without judgement
• Supporting accountability, helping employees take responsibility for their actions and progress
• Maintaining confidentiality and professionalism
• Curiosity, over criticism, taking a genuine interest without resorting to judgement or correction.

Why Workplace Coaching Matters

Workplace coaching is valuable because it has the potential to boost employee engagement and performance. When leaders coach, rather than manage alone, they empower their teams to take ownership of their development and results, which leads to a strong sense of accountability and confidence. It’s a winning approach that builds stronger relationships based on trust, autonomy, and mutual respect, all of which are crucial for a thriving, high-performing workplace.

Coaching vs. Managing

Coaching and managing serve different but complementary purposes in leadership. While managing involves directing work, setting expectations and driving performance, usually with a focus on a short-term outcome, coaching empowers individuals to think for themselves. Managing is about giving instructions and solving problems, while coaching involves asking questions and supporting self-directed professional development. Both roles are important, but knowing when to shift into a coaching mindset is what separates great leaders from good ones.

How to Coach in the Workplace

Workplace coaching isn’t just for external consultants, because with professional development, it can be successfully practised in the workplace. When it’s done well, coaching helps employees build confidence, solve problems and meet and even exceed organisational goals. Here are a few tips on how you can add coaching to your leadership toolkit.

Use Practical Coaching Techniques

You can get started with informal coaching in your leadership role by adopting simple yet powerful techniques in conversations with your team.

• Ask open-ended questions
• Listen actively and without interruption
• Paraphrase and seek clarification if necessary
• Connect organisational goals with professional development

When to Coach vs Manage?

Not every workplace situation calls for coaching. Knowing when to switch between coaching and managing is called ‘situational leadership’ and is a sign of strong leadership skills.

• Coach when a team member has potential but needs clarity, confidence or space to think.
• Manage when there’s an urgent deadline, clear instructions are required, or the person is new to a task
• Ask, ‘Do they need direction, or do they need professional development?’

Coaching Skills for Your Leadership Team

Coaching is becoming a core skill for strong leadership. If you want to protect your workforce and improve performance across your organisation, adopting a coaching mindset is an important strategy.

Introduction to Coaching and Mentoring

Whether you’re preparing employees to step into leadership roles or want to support current managers, our coaching and mentoring courses ensure your leaders are equipped with tools they can use immediately to coach with confidence.

Learning Outcomes

• Understand the foundations of coaching and mentoring
• Understand the psychology of coaching and mentoring
• Build effective coaching and mentoring relationships
• Create coaching and mentoring models and frameworks
• Develop workplace communication strategies
• Understand coaching and mentoring for teams
• Manage goal setting and performance
• Become a successful coach or mentor

 

Contact our Course Consultants today on 1300 76 2221 or use Live Chat to discuss customised training tailored to your unique business needs.