Over the course of history, we have seen legendary leaders with different styles across the political and business realms: From the autocratic leadership style of Margaret Thatcher (former Prime Minister of United Kingdom) and our founding Prime Minister, Mr Lee Kuan Yew, to democratic leadership of Dwight Eisenhower – The 34th President of the U.S – and former CEO of PepsiCo, Indra Nooyi, just to name a few. What is Coaching Leadership Style and how is it different from other types of leadership?
In short, Coaching Leadership Style focuses on developing people for the future, building more sustainable capabilities rather than short-term fixes for your organisation. It leads to a more skilled and capable team in the long run.
21%
Organisations with strong coaching cultures report 21% higher business results.
(Source: ICF Global Coaching Client Study, 2016)
30%
Companies with strong learning cultures are 30% more likely to be market leaders.” (Source: Bersin by Deloitte, “High-Impact Learning Culture,” 2014) – Coaching is a key component of a strong learning culture.
1
Coaching encourages managers to empower their team members to find their own solutions rather than simply telling them what to do.
2
By asking powerful questions and providing constructive feedback, managers help individuals identify their strengths and areas for improvement.
3
When employees are actively involved in finding solutions and developing their skills, they are more engaged and perform at a higher level.
4
Coaching creates a more open and trusting environment where employees feel comfortable sharing challenges and seeking support.
5
Coaching fosters a more collaborative and supportive relationship based on mutual respect and trust.
Learn how to incorporate these skills in your daily work to help your team members improve their competencies and morale.
Truly listen to understand employees' perspectives, challenges, and ideas.
Encourage critical thinking and self-discovery by asking open-ended questions that prompt reflection.
Collaborate with team members to define SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals.
Offer specific, timely, and balanced feedback that focuses on both strengths and areas for development.
Delegate tasks with clear responsibility and authority, allowing team members to take ownership of their work.
Guide team members through the problem-solving process rather than providing immediate solutions.
Acknowledge and appreciate individual and team accomplishments to boost morale and motivation.
By focusing on employee growth and empowerment, managers with a coaching mindset play a vital role in developing future leaders within your organisation. They identify high-potential individuals and mentor them to take on greater responsibilities. This not only strengthens the leadership pipeline but also fosters a culture of continuous learning and development throughout the company.
Over the 2-day course, our experienced trainer will help your managers understand core coaching principles, help them learn and practise core coaching skills, the G.R.O.W Coaching Model and participate in a realistic roleplay. Don’t wait any longer, speak to us now!
We have the expertise to equip your leaders with the right skills to enable better team performance for your business’s long-term growth – our consultants have over 20 years of experience in the field of human resource and performance management to assist our clients in building a robust team for the future. Contact us at +65 6604 6330 or Email us at llearning@arkgroup.com.sg for a discussion on your business’s needs.
A fully-owned subsidiary of Medinex Limited
111, North Bridge Road #23-04 Peninsula Plaza, Singapore 179098
WhatsApp: +65 8023 3505
Fax: +65 6604 6334
Email: llearning@arkgroup.com.sg
Terms of Use | Privacy Policy
© 2025 ARK Leadership and Learning
