Why Organisations Are Embracing a Coaching Approach to Leadership

By. Sharon Lawton - Head of Training, The Coaching Academy & Rachel Russell - ICF Accredited Coach & Coach Trainer

Why Are Organisations Embracing a Coaching Approach to Leadership?

In today's rapidly evolving workplace, organisations across both private and public sectors are increasingly adopting coaching as a leadership approach. Traditional directive management styles are proving insufficient for fostering employee engagement, innovation, and adaptability. Leaders who embrace a coaching mindset are now driving higher performance, cultivating resilience, and creating thriving workplace cultures.

What is a Coaching Approach to Leadership?

A coaching approach to leadership is a collaborative, growth-focused management style where leaders support employees through active listening, feedback, and empowerment rather than directive control. It promotes personal development, accountability, and higher team performance.

Why Leadership is Shifting Towards Coaching

Sir John Whitmore, a pioneer in coaching for performance, stated:

“It is now widely understood that knowing how to lead people in a coaching style unlocks potential and delivers the highest level of performance and skill.”

This reflects a broader shift in employee expectations. Today’s workforce is not looking for a job for life - they are seeking continuous development and growth. Employees want leaders who create opportunities for learning and advancement.

The Rise of Coaching in Organisational Culture

According to the Gallup State of the Global Workforce 2023, only 23% of employees consider themselves engaged and “thriving at work”. The remaining 77% report disengagement - often feeling undervalued, disconnected, and demotivated. This disengagement leads to decreased productivity and increased turnover.

Organisations are recognising that:

• Coaching empowers autonomy: Employees solve problems independently and build confidence.
• Leaders act as facilitators: Instead of controlling tasks, they support growth and critical thinking.
• Culture improves: Trust, communication, and collaboration become core values.

As Harvard Business Review emphasises:

“You can’t be a great manager if you’re not a good coach.”

Benefits of a Coaching Leadership Style

Here’s why coaching is proving essential for modern leadership:

How Coaching Enhances Team Dynamics

A coaching approach:

• Fosters ownership: Team members take initiative and lead projects.
• Builds trust: Leaders listen actively and ask empowering questions.
• Promotes growth: Regular feedback and support help staff develop skills and confidence.
• Encourages collaboration: Employees feel their perspectives matter.

Evidence from The Coaching Academy's Research

The Coaching Academy’s UK Coaching Trends Research shows growing investment in coaching leadership training across sectors. Organisations seek to embed coaching cultures that drive engagement and performance.

Case Studies:

• Low Carbon Contracts Company (LCCC): Trained their managers through our Leader as a Coach programme. Results included improved leadership effectiveness and workforce motivation. Read the full case study here.
• Chanel: Integrated coaching across leadership tiers to ensure consistent, people-first leadership throughout the organisation. Read the full case study here.

Building a Coaching Culture in Your Organisation

To embed coaching successfully:

• Invest in leadership training: Equip leaders with coaching skills through certified programmes.
• Model the mindset: Leaders should embody curiosity, empathy, and continuous learning.
• Cascade behaviours: Encourage peer coaching and feedback loops across teams.
• Track progress: Use employee engagement and performance metrics to measure impact.

The Coaching Academy’s "Leader as a Coach" programmes supports leaders to do just that.

The Future of Leadership is Coaching

The evidence is clear: coaching as a leadership approach is not just a trend - it’s a necessary evolution for organisations aiming to thrive. By embedding coaching into leadership development, organisations build engaged, adaptable, and high-performing teams prepared for the future of work.

For more insights or to learn how your organisation can implement a coaching culture, explore our leadership development programs and case studies. Together, we can shape the future of leadership.

Frequently Asked Questions (FAQs):

What is a coaching leadership style?

A coaching leadership style is a leadership approach focused on helping team members grow through support, feedback, and empowerment rather than issuing directives. A coaching leadership style is an approach where leaders support and develop their team members by fostering self-awareness, goal-setting, and continuous learning.

What is the difference between coaching leadership and coaching leaders?

Coaching leadership refers to a leadership style that applies coaching principles - such as active listening, empowerment, and developmental feedback - to help individuals grow. Coaching leaders are those who embody and practise this approach in their day-to-day leadership.

Is coaching leadership a recognised leadership style?

Yes. Coaching leadership is widely recognised as a contemporary, people-centred leadership style. It is especially effective in organisations focused on learning, innovation, and talent development.

Why is coaching important in leadership today?

Coaching supports continuous learning, improves engagement, and fosters autonomy - all essential in today’s complex and fast-changing work environment.

How do organisations implement a coaching culture?

By training managers through leadership development programs in coaching skills, modelling coaching behaviours, and embedding coaching into daily team interactions and feedback practices.

Is coaching leadership effective?

Yes. Research shows that a coaching approach to leadership improves employee engagement, performance, adaptability, and team trust, all of which contribute to organisational success.