It’s time to make the critical shift from leading the business by yourself to leading an organization of people. At P2Excellence, we help you navigate the uncharted territories of organizational growth with clarity and confidence.
This month, we’re talking about one of the most overlooked—and most essential—leadership competencies: Coaching & Developing Others.
If you want to multiply your impact as a leader, this is how you do it.
- Not by doing more.
- Not by working harder.
- But by developing your team…so they’re capable, confident, and ready for what’s next.
Coaching Is Leadership
Let’s clear this up right away: You don’t need to be a certified coach to lead like one.
But if you want to build people—not just processes—then coaching is your job.
It means asking questions that expand someone’s thinking. It means offering insight instead of just advice. It means believing in someone’s potential—before it’s fully proven. And yes, it takes time. But the leader who invests in growth today?
That’s the leader who earns loyalty, builds capacity, and becomes someone others want to follow.
Why Leaders Don’t Do It (But Should)
Most leaders don’t avoid developing others out of neglect. It just gets pushed down the list.
Why?
- It feels faster to do it yourself.
- You’re not always clear what you want from your team.
- You haven’t told them that growth is an expectation.
- You assume there will be time “later.”
But there’s no later. Coaching is not a bonus skill—it’s how the best leaders lead.
And frankly? It’s one of the things that makes leadership fun. Watching someone stretch and succeed because of your encouragement? That’s fuel.
What It Really Looks Like
You don’t have to overhaul your calendar. Start with small shifts:
- Ask questions before giving answers: “What do you think we should do?”
- Offer feedback that helps someone see what’s working—and what’s next.
- Name potential. Don’t assume they see it for themselves.
- Give stretch assignments—and then coach, don’t rescue.
Be Brave: Build the Right Team
Let’s be honest: You can’t develop a team that isn’t willing to grow.
Before you coach, be brave about the team you’ve built.
- Are they capable of what the future will demand?
- Are you holding on to someone who isn’t stepping up?
- Have you been clear about your expectations for growth?
The leader who prepares the team for what’s next is the leader whose followership grows. People want to work for someone who sees ahead, builds with purpose, and invites them along.
Why Now?
- Because your current team is your future capacity.
- Because growth is part of retention.
- Because if you don’t make time for development, you’ll be stuck doing the work for others instead of through them.
Why You?
- Because someone once invested in you.
- Because you’re in a position to shape not just performance, but people.
- And because if you want to be known as a leader who lifts others—you have to start now.
You don’t have to get it perfect. You just have to be intentional.
Challenge:
Pick one person this week and focus on their growth, not just their tasks.
Ask a deeper question. Offer a next-step idea. Give a little more time than feels efficient.
It might not be quick—but it will matter.
Self Reflection:
Ask yourself:
- Who on my team is ready for more?
- Where am I doing the work myself instead of coaching through it?
- When’s the last time I had a growth conversation instead of a status check-in?
*Bonus: Who helped develop me into who I am today and what part of their approach can I now pay forward?
Hack:
Want to stop being the answer-giver? Try this:
Instead of jumping in, ask:
“What options are you considering?”
It invites ownership. It reveals thought process. And it helps them build problem-solving muscles without you holding the entire weight.
When to Consider Hiring a Coach:
- When you’re ready to develop yourself as a stronger leader and coach.
- When you’re leading people with high potential—but they’re not quite rising.
- When your team is good—but you know they could be great with a little more guidance.
A coach won’t replace your leadership. But they’ll help you multiply it.
Action Steps:
This week:
- Schedule one 1:1 that’s about growth, not status.
- Ask a team member what they want to be better at this quarter.
- Identify one person who needs a stretch and support them through it.
- Start naming potential when you see it.
- Remind your team: growth isn’t optional. It’s the norm here.
I Believe In You
You’re not just managing work. You’re shaping people. You’re not just keeping up. You’re building what’s next.
And every time you slow down to coach, even a little, you plant a seed of confidence, skill, and trust.
That’s what great leaders do. That’s what you can do.
And I believe in you,
Join the Conversation
Let’s continue this discussion on LinkedIn. I’d love to hear your insights, experiences, and successes (or stumbles) as you strengthen your Emotional Intelligence.
Please Spread the Word
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Here’s to a month of clear, impactful communication together!