Leading with impact
I used to believe that leadership was a fixed trait. You know that good leaders had some sort of magic formula or a set of built-in qualities that you either had or didn’t. But that’s far from the truth. And as I discovered, good leadership is a journey. It’s a journey of change and self-discovery.
Leadership isn’t new to me. Having previously led a content design team, self-doubt crept in when I stepped up to become the head of a UX team. Why? Because this was a new level of leadership and, with it, a new level of responsibility.
I kept wondering if the team would accept me and if the wider UX community would accept someone who comes from a content design background as the head of UX. It sounds silly, but these self-doubts really had an impact.
When I took on this role, my first reaction was to mimic the leadership styles of others I admired and who were at the same level as me. But truth be told, while their leadership styles were great, they didn’t feel right to me. I was trying to fit a mold that wasn’t mine.
I quickly discovered that leadership is about being yourself, setting clear direction, and helping others grow. Coaching helped shape who I am and my leadership style. And once I embraced who I was, I began to find my stride.
Coaching in leadership
Coaching builds trust. It encourages growth. It empowers people. Traditional management styles focus on efficiency and control, whereas coaching focuses on development, self-awareness, and collaboration.
As I grew, my leadership style changed. I became more confident. And as I became more comfortable in this role I developed a ‘70-20-10 coaching framework’ in leadership that helped me manage my time.
70-20-10 coaching framework in leadership
70% Coaching
Empowering the team to solve problems independently.
20% Mentoring
Mentoring, providing guidance and encouraging curiosity.
10% Leadership
Setting the direction so the team knows what’s expected from them and what we are trying to achieve.
This balance of time varied, but using this framework allowed me to build an environment where my team could feel supported and thrive, which is what every manager wants. It was a big departure from a top-down, directive leadership style.
70-20-10 coaching framework in leadership
Coaching principles in leadership
Embedding a coaching practice into my leadership style wasn’t easy. I had to rewire my brain to think differently and practise the coaching principles, such as:
Active listening
Good leaders listen to understand. Not just to respond. That meant being present and engaging with words and emotions, biting my tongue so I didn’t interrupt. It was easy to learn but hard to grasp. But when I did, it created a safe space for team members to speak up and ideate.
Self-awareness
Leaders should understand their strengths and weaknesses; it’s okay to have them. As my coaching skills developed, I recognised my blind spots and learned to accept constructive feedback, which helped me improve my style.
Asking the right questions
When I started asking open-ended questions, I encouraged critical thinking and ownership, allowing the team to arrive at their conclusions. Shifting my mindset from problem solver to question asker was a revelation.
Creating accountability
As I adapted a coaching style, my team felt empowered to take responsibility, and our objectives became a shared value.
Constructive feedback
Regular feedback helped the team reflect and build their skills. It became less about criticism and more about collaboration and growth.
Creating a coaching culture
Psychological safety
Coaching builds trust. It makes team members feel safe to share opinions, take risks, and admit mistakes.
Employee engagement
Coaching encourages engagement by allowing employees to take ownership of their development.
Improved collaboration
Giving team members the space to think aloud helped them identify the next steps or the right person to talk to.
Improves team performance
A survey by the International Coach Federation found that organisations using coaching reported improved performance in 86% of teams.
How to start coaching as a leader
Set clear objectives
Define the purpose of each coaching session so that it is aligned with the individual and team goals.
Practice active listening
Make an effort to listen without interrupting or imposing solutions.
Ask open-ended questions
Asking open-ended questions such as, “What steps could you take to overcome this challenge?” encourages reflection and ownership.
Provide regular feedback
Try to balance constructive feedback with positive reinforcement to motivate and inspire.
Celebrate success
Achievements to build confidence and keep the momentum going, so celebrate success.
Coaching on well-being
With the hustle and bustle of life, more and more people are burning out. A leader's role can have a big impact on a team member's mental health and well-being.
The UKG Workforce Institute has noted that 69% of employees report that their manager has a greater influence on their mental health than their doctor or therapist.
Speaking from experience, coaching is a powerful tool for supporting mental well-being. It changed the way I worked, my mindset and how I led my teams. As leaders, we can help team members navigate stress and build resilience by creating a supportive environment.
Lessons learnt
Leadership is an ever-changing journey, and I often fell into the trap of trying to coach in every interaction. This was wrong. And the feedback from my teams helped me realise that sometimes they just needed direct guidance.
So, I created the 70-20-10 coaching framework in leadership more for guidance, but it strikes a balance between coaching, mentoring, and leadership. I became a more effective and empathetic leader when I tailored my leadership approach to the team’s needs.
I’ve found that when I incorporate coaching principles into my leadership style, I unlock my potential and that of the teams. Coaching encourages growth, it builds resilience, and creates a culture where people can thrive. Coaching breaks down barriers, normalises vulnerability, and promotes a more inclusive and authentic leadership style and workplace environment.
