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Asking Our Coaches: Coaching Improves Relationships

"Asking our coaches: How have you seen coaching affect how your clients lead their direct reports, teams, and organizations" text by an image of a woman pondering.

Q: “How have you seen coaching affect how your clients lead their direct reports, teams, and organizations?

We were curious about what the coaching ripple effect looks like on the ground. We asked our coaches this question, here is what they shared:

Coaching strengthens relationships with direct reports

  • I’ve seen leaders and their teams benefit from the shift from ‘I need to know everything and find solutions’ to instead embracing the stance of ‘I don’t know anything, but I can coach you to help you figure out how you want to proceed.’ That creates a profound change that has a direct impact on the organization, and the people leader’s sense of impact, understanding of leadership, and servant attitude. It also helps individual contributors own their work, get more inquisitive, creative, and tap into their potential. – Rafal Szaniawski


  • Good management is getting your work done through others. If this concept is instilled in a team then each report can ask their manager “what are you trying to get done through me?” This creates clarity. In turn, each manager can ask their manager the same question. Getting clear about what you are doing for your leader and having your leader be able to ask you what you are doing for them develops a norm of reciprocity between manager and report that lives at the heart of successful leadership. – Tim Thomas


  • Clients I have worked with have started using questioning and active listening methods from our coaching sessions as a best practice with their employees. These employees in turn have started recognizing and becoming aware of their behaviors and patterns to improve on their performance. – Ranjini Rao


Coaching improves relationships within teams

  • My clients have found their voice, learned how to have difficult conversations but also to inspire their colleagues into action. Through increased time management and prioritization skills, they have reduced the risk of their own burnout as well as that of their team. In learning how to delegate and cultivate the growth of their direct reports, they have supported them in learning new skills and getting promotions (all leading to higher satisfaction at work). – Stephanie Staidle


  • Through coaching leaders to understand the value of coaching their teams, they start to not only help solve their team’s issues, but to help the team develop their problem-solving abilities and grow. The leaders are there to support their team. As they remove themselves from micromanaging and firefighting, they get more time to create dialogue and alignment. – Serena Martino


Coaching shifts relationships across the organization

  • I’ve had clients who will use their personal coaching and translate that into organization-wide action around core values, organizational norms, effective feedback (i.e., supervisor, peer and upward feedback), and crucial conversations. – Tom Fox


Have questions to ask our community of coaches? Ask them here.


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This article was featured in Torch’s newsletter, Curiouser. Each month, we deliver the latest research, stories, questions, and insights about the art and science of coaching to your inbox. Sign-up and join a community of people who are passionate about growth, learning, and leadership.