Coaching Skills for Managers

The Best Leaders are Coaches

Coaching Cultivates the Leaders of Tomorrow

Managers play a pivotal role in empowering employees to advance their skills and achieve their highest potential. Through dedicated coaching support, leaders can unlock capability, cultivate confidence, and expand the talent of their teams.

Rather than simply telling employees what to do, coaching managers ask empowering questions, provide tailored feedback, and create stretch opportunities. This motivates people to develop new abilities, tackle bigger challenges, and manage complexity with increasing independence.

As individual team members grow in capacity and self-assurance, collective team performance elevates to new heights. Employees are more engaged, creative, and committed to achieving team success when their manager invests sincerely in their growth.
The result is a high-functioning team brimming with talent to drive business goals forward. Performance lifts, morale rises, and employees thrive under the guidance of a coach-minded manager dedicated to developing their full potential.

Empower your management team with coaching skills to foster progress in your people, teams, and business.

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Two smiling business people walking through an office hall and talking.

Coaching is a Skill and Series of Behaviors

Managers who are effective coaches practice the following skills:

  • Active listening – Fully concentrate on what the employee is saying without interrupting. Use open-ended questions to dive deeper into their perspective.
  • Asking powerful questions – Ask open-ended questions that spark employees to think critically and develop their own solutions. Avoid telling them what to do.
  • Direct communication – Clearly address issues and provide feedback while still being sensitive and constructive. Avoid vague or ambiguous language.
  • Supporting – Bolster employees’ self-confidence. Point out strengths and progress. Express belief in their abilities.
  • Motivating – Inspire employees to advance their skills. Help them feel energized and eager to take on new challenges.
  • Setting expectations – Provide clear guidance and expectations while allowing employees room to determine their best approach. Avoid micromanaging.
  • Giving feedback – Offer frequent, specific feedback focused on behaviors not judgement of the person. Balance constructive criticism with positive reinforcement.
  • Developing – Help employees create personalized development plans based on strengths, interests, and growth opportunities. Provide access to learning resources.
  • Leading by example – Walk the talk on the mindsets and behaviors you want employees to adopt. Model learning, transparency about mistakes, resilience and growth mindset.
  • Empowering – Express confidence in the employee’s ability to handle new responsibilities. Shift from directing to guiding.

Key Benefits When Managers Coach Employees: Retention, Growth, and Culture


  • Employees feel valued, invested in, and supported, which increases loyalty and tenure. Coaching shows commitment to their growth.
  • Coaching strengthens relationships and trust between managers and employees.
  • Employees gain access to guidance and advocacy from their manager, reducing the desire to leave.


  • Employees develop new skills and behaviors that expand their capabilities and contributions.
  • Coaching builds confidence for taking on new responsibilities and challenges.
  • Employees feel empowered to drive their own development aligned to their strengths and interests.


  • Coaching communicates that people are the priority, not just short-term goals.
  • Employees feel psychologically safe to take risks, make mistakes, and speak up without judgment.
  • Coaching shifts mindsets across the organization to value learning and improvement.
  • Knowledge gets shared as managers advise employees and facilitate peer coaching.
  • Turnover drops since engagement, inclusion, and job satisfaction rise.

Overall, coaching enables employees to continuously advance, which fuels retention, accelerates performance improvement, and strengthens organizational culture. Managers become talent cultivators, advancing both people and the business.

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Workshop Options

Building Awareness

Groups of leaders from across the organization are assembled to discuss and understand a leader’s role in coaching employee’s on the job. This workshop builds awareness and introduces key behaviors.

Delivery options: In-person or virtual
Time requirement: 60-120 minutes

Developing Coaching Skills

Groups of leaders embark on a learning track together to discover their coaching voice, develop and practice coaching skills. Managers leave with clear direction on how to show up as a coaching manager.

Delivery options: In-person or virtual
Time Requirement: Full-day, half-day, or series of sessions. Number and duration flexible.

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