As a coach, I often hear leaders wrestling with questions that shape their professional journey. Questions like "What can I do to develop a team that stays engaged for the long haul?" Or "How do I set work/life balance boundaries that are sustainable? "
These are meaningful questions, but I've found that reframing them often reveals deeper insights about what really drives success.
The Question Behind the Question
When leaders ask me about developing their teams, they're often really asking: "How can I create an environment where people naturally grow and succeed?" When discussing work-life balance, the core question might be: "What trade-offs am I willing to make, and how will they impact both my team and my family?"
This is where self-efficacy comes into play – that deeply held belief in our ability to succeed. Research consistently shows that leaders who believe in their capabilities not only perform better but also create environments where others can thrive. They understand that success isn't just about strategies and systems; it's about how we engage with and inspire those around us.
Three Coaching Practices That Get Results
As leaders and coaches, we're always seeking evidence-based approaches that actually move the needle on performance and development. While many practices sound good in theory, finding ones that consistently deliver results is another matter entirely.
That's what caught my attention about a compelling study in the Consulting Psychology Journal. Their research identified three key practices that can help those you coach to be more successful:
1. Invest in Meaningful Connections
It's not just about time spent; it's about the quality of your interactions. As you build relationships with your team, notice their growth patterns. When you observe increasing confidence, acknowledge it specifically: "I've seen how you're tackling challenges with more assertiveness lately. What's contributed to that change?"
2. Encourage Clear Commitments
When people verbalize their intentions, they're more likely to follow through. Create opportunities for team members to articulate both their goals and their thought processes. Statements like "I'm committed to leading this project because..." carry more weight than simple agreements. This verbal commitment strengthens both resolve and capability.
3. Master the Art of Purposeful Questions
Your questions can either expand or limit possibilities. Research identifies three types of coaching questions, each serving different purposes:
Open exploration: "What possibilities do you see here?"
Solution-focused inquiry: "What resources would help you move forward?"
Supportive validation: "That's an interesting approach. Tell me more about your thinking."
While solution-focused questions prove effective in initial interactions, sustainable leadership development comes from creating an environment where open exploration and supportive dialogue become the norm.
Impact Over Input
As leaders, we often feel pressure to demonstrate our value through constant advice-giving. However, true leadership impact comes from building others' capabilities and confidence. Instead of jumping to solutions, focus on:
Creating an environment where people feel comfortable sharing ideas
Demonstrating transparency in your own decision-making
Recognizing progress while maintaining high standards
Using questions that promote both critical thinking and creative solutions
Put It Into Practice
How might your leadership transform if you focused on building not just competence, but confidence throughout your organization? What if every interaction became an opportunity to enhance both professional capability and personal growth?
Remember, in today's complex business environment, technical expertise alone isn't enough. The most effective leaders are those who can create environments where people feel empowered to grow, challenge themselves, and achieve their full potential.
What's your next step in developing these practices within your leadership approach?