Two Essential Leadership Modes
Effective leadership isn’t one-dimensional—it requires flexibility to shift between different approaches based on the situation and the individual. Two of the most critical modes are directing (managing) and coaching.
Directing Mode
Providing clear instructions, expectations, and solutions. You’re in the driver’s seat.
When to use it:
- Crisis situations requiring quick action
- With novices who need clear guidance
- When there’s only one acceptable approach
- For simple, routine tasks
Coaching Mode
Asking powerful questions to unlock insights and solutions from within. You’re the guide, not the driver.
When to use it:
- For developing long-term capabilities
- With experienced team members
- When multiple approaches could work
- For complex, creative challenges
The Support-to-Autonomy Continuum
Leadership exists on a spectrum from high support/low autonomy to low support/high autonomy. Knowing where to operate on this continuum is key to effective leadership:
The Leadership Paradox:
The more you direct, the more dependent your team becomes on your solutions. The more you coach, the more they develop the capacity to solve problems without you.
Coaching Models for Leaders
When operating in coaching mode, structured frameworks can help guide your conversations toward meaningful insights and action:
The GROW Model
G - Goal
”What do you want to achieve?”
R - Reality
”Where are you now? What’s happening?”
O - Options
”What possibilities exist? What could you do?”
W - Will
”What will you do? By when? What support do you need?”
The CLEAR Model
C - Contract
”What would you like to get from this conversation?”
L - Listen
”Tell me more about the situation…”
E - Explore
”What impact is this having? What’s beneath the surface?”
A - Action
”What steps will move you forward?”
R - Review
”What did you learn? How will you apply this?”
Coaching Questions Cheat Sheet
Powerful Questions for Different Situations
For Problem-Solving
- ”What have you tried so far?"
- "What would success look like here?"
- "What’s the biggest obstacle you’re facing?"
- "What would you do if you had no constraints?"
- "What would you advise someone else to do in this situation?”
For Development
- ”What skills would make this easier for you?"
- "What are you learning from this experience?"
- "How does this connect to your bigger goals?"
- "What would stretch you in this situation?"
- "What support do you need to grow in this area?”
For Decision-Making
- ”What criteria are most important in this decision?"
- "What are the potential consequences of each option?"
- "What’s your gut telling you?"
- "What additional information would help you decide?"
- "How does this choice align with your/our values?”
Scenarios: When to Switch Gears
| Scenario | Directing Approach | Coaching Approach | Best Choice |
|---|---|---|---|
| New team member starting a role | ”Here’s exactly how we do this process." | "How would you approach this based on your experience?” | Directing → Coaching (gradual shift) |
| Experienced team member facing a novel challenge | ”Here’s how I’d solve this problem." | "What approaches are you considering?” | Coaching (with directing as backup) |
| Team facing a tight deadline | ”We need to do X, Y, and Z by Friday." | "How might we meet this deadline?” | Directing (with coaching for implementation) |
| Recurring performance issue | ”You need to improve in these specific ways." | "What’s getting in the way of your success?” | Coaching first, directing if needed |
The Self-Check: Am I Solving or Guiding?
Reflection Questions
Before jumping in with solutions, ask yourself:
- Is this a teachable moment I’m about to miss?
- Do I know the answer, or am I making assumptions?
- Will my solution build capability or dependency?
- What’s my real motivation for directing right now?
- What would happen if I asked a question instead of giving an answer?
The 5-Second Rule
When someone brings you a problem, wait 5 seconds before responding. This brief pause gives you time to choose your approach:
If you respond with a solution:
You’re in directing mode. This may be appropriate, but be conscious of the choice.
If you respond with a question:
You’re in coaching mode, creating space for their thinking and growth.
The Impact of Coaching on Engagement
Research Findings
70%
higher engagement scores on teams with coaching-oriented leaders
67%
of employees say coaching improves their job satisfaction
3×
higher innovation rates on teams with regular coaching
Source: Gallup Workplace Studies and ICF Global Coaching Client Study
In Summary
Great leaders aren’t stuck in one mode—they’re fluent in both directing and coaching.
The most effective approach depends on the person, the situation, and your goals. Directing provides clarity and efficiency in the short term, while coaching builds capacity and engagement for the long term.
The art of leadership lies in knowing when to switch gears—and having the versatility to do so effectively.