In today’s evolving workplace, traditional management approaches no longer cut it. The modern leader isn’t just a supervisor – they’re a coach, a collaborator and a catalyst for growth.
But what does it actually mean to coach effectively? And how can organisations unlock the real power of coaching to drive performance, engagement and safety?
Dr. Vanessa Cook, psychologist and Head of Positive Safety at Sentis, unpacked this topic in a recent webinar, “Leading the Change: Transform Your Coaching Game”. Keep reading to learn the top takeaways.
1. Coaching is more than a conversation
At its core, coaching is a development-focused process that empowers individuals to grow, reflect and take ownership of their learning. It’s not about giving instructions or fixing problems.
Instead, coaching is a two-way partnership built on curiosity, trust and a shared goal of progress.
“Coaching isn’t performance management in disguise,” says Dr. Cook. “It’s not a punishment or a consequence. It’s a space where people feel safe to reflect, learn and grow.”
Done well, coaching promotes autonomy and intrinsic motivation. It activates the prefrontal cortex – what neuroscientists call the “executive brain” – responsible for emotional regulation, problem-solving and decision-making.
In contrast, when leaders criticise or micromanage, they trigger the brain’s threat system, shutting down reflective thinking and learning.
2. Mindset first, strategy second
Before rolling out coaching strategies, it’s vital to check pre-conceived expectations around coaching. Some individuals may view coaching as corrective or remedial.
Dr. Cook encourages organisations to first shift these frames and communicate the true intent of coaching – as a tool for development, not discipline.
“Leaders need to be clear: this isn’t about catching people out,” she says. “This is about creating a culture of support, learning and high performance.”
A psychologically safe environment is key. When coaching is introduced in a positive light – and when leaders model coachable behaviours themselves – teams are far more receptive.
3. Coaching with the brain in mind
Great coaches understand the neuroscience of communication. They ask open, respectful questions and create an “adult-to-adult” dialogue – grounded in mutual respect, not hierarchy.
They avoid triggering defensiveness with accusatory language like “Why did you do that?” Instead, they reframe with curiosity: “What was it about the situation that was challenging?”
The most effective coaches strike a balance between support and challenge. As Dr. Cook noted, “High expectations must be paired with high belief.”
When people feel their leader believes in their potential, they’re more likely to rise to the occasion.
4. Embedding coaching into everyday practice
Coaching isn’t a one-off event – it’s a leadership habit. To embed coaching in your culture:
- Build psychological safety. Make it clear that coaching is a safe space for learning and reflection.
- Communicate purpose. Explain who coaching is for, why it matters and how it works.
- Coach proactively. Don’t wait for problems to arise – make coaching part of regular check-ins and field interactions.
- Equip leaders with structure. Provide simple coaching models so leaders feel confident to facilitate these conversations.
- Model from the top. Senior leaders must demonstrate curiosity, ask open questions and be open to feedback themselves.
5. Where Coaching Makes a Difference
Dr. Cook highlighted key moments where coaching adds significant value in the workplace:
- Safety conversations: Move from compliance checks to reflective dialogue. Instead of “Are you doing this the right way?”, ask “What’s helping you work safely?” or “What’s getting in the way?”
- Feedback: Coaching reframes feedback as a growth opportunity, not criticism. It encourages individuals to reflect and find their own path forward.
- Embedding training: Coaching helps bridge the gap between knowledge and action, ensuring that new learning is actually applied in the field.
- Upskilling: Whether onboarding new staff or developing emerging leaders, coaching accelerates capability uplift in real time.
- Leadership development: Coaching builds core leadership traits like emotional intelligence, active listening and constructive questioning.
- Change leadership: During times of uncertainty, coaching supports people to adapt with confidence and clarity.
Ready to improve your coaching skills?
If you’re looking to strengthen your leadership impact and drive meaningful change in your organisation, start with the skills that matter most. Our Coaching Conversations & Effective Feedback workshop is designed to equip leaders with the tools to have impactful, growth-oriented conversations.
Join us on the 28th of August for a 3-hour online session, led by Dr. Vanessa Cook. You’ll walk away with a clear coaching structure, practical strategies and the confidence to embed coaching into your leadership approach. Plus, it’s AIHS-accredited and eligible for 3 CPD points. Click here to register now.
