Coaching leadership helps an employee improve judgment and skills through questions, practice and feedback. It works best when the manager is clear about the outcome and gives the employee room to develop a solution.
Ask the employee to explain the problem, the options considered and the support needed. Offer specific observations rather than taking over immediately. Use direct instruction when safety, urgency or a lack of basic knowledge makes open-ended exploration inappropriate.
Agree on a small next step and review what happened. Coaching should increase the employee's ability to act independently over time. If every issue returns to the manager for approval, the working arrangement needs to change.
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