Finding Your Coaching Sweet Spot as an Executive Leader

For executives, striking the right balance in how they guide and develop their teams is critical. Many senior leaders, when advised to delegate more and reduce micromanagement, tend to overcorrect by becoming too hands-off. In an effort to empower their teams, they inadvertently create a leadership vacuum. On the other hand, when told to stay more engaged, some leaders swing too far in the other direction—providing excessive oversight and taking on tasks that should be entrusted to their team members.

The challenge for executives is to find a productive equilibrium, or a coaching sweet spot, between these extremes—where they provide guidance without stifling autonomy. This sweet spot is best achieved through a coaching leadership style that enables direct reports to build their own capabilities rather than relying on their leader for solutions. Effective coaching is neither overly directive nor excessively detached; rather, it is about developing team members through structured guidance, thoughtful questions, and support that encourages independent problem-solving.

When done well, executive-led coaching fosters confidence, strengthens team capabilities, and drives engagement. While it requires an investment of time and effort, the long-term payoff is a more self-sufficient and high-performing team.

That said, executives must also recognize that coaching is not always the right approach. In high-pressure situations that demand swift decision-making, a more directive leadership style is necessary. The most effective leaders know when to shift between these styles, leveraging coaching to drive long-term growth while stepping in decisively when urgency requires it.

How Executives Coach Effectively: Listening and Questioning

To successfully coach their teams, executives must master two fundamental skills: active listening and thought-provoking questioning.

Listening Well

Senior leaders are often wired to solve problems quickly and offer guidance based on their own experience. While this instinct comes from a place of wanting to help, it can unintentionally limit their team’s ability to think critically and develop solutions independently. Instead of providing immediate answers, an effective coaching leader resists the temptation to insert their own perspective and instead focuses on truly understanding their team members’ challenges.

Active listening—summarizing and paraphrasing what is heard—ensures clarity and reinforces a coaching mindset. This approach helps employees refine their own thinking, leading to greater ownership of their work.

Provoking Fresh Thinking Through Powerful Questions

Coaching is not about giving answers; it is about asking the right questions that prompt reflection, critical thinking, and problem-solving. Instead of close-ended questions that lead to simple yes or no responses, executives should ask open-ended questions that encourage exploration:

• What have you already tried?
• How could you approach this differently?
• What potential challenges do you foresee?

A coaching leader also knows when to inquire about emotions, not just actions:

• I’m sorry to hear that. How are you handling it?

By guiding employees through thoughtful questioning, executives foster independence rather than dependence, empowering their teams to navigate challenges with confidence.

Structuring a Coaching Conversation: the OSCAR Model

To ensure coaching conversations are purposeful and productive, executives can use the OSCAR model, developed by Karen Wittleworth and Andrew Gilbert. Unlike other coaching models, OSCAR was designed specifically for managers and leaders who coach their own teams. It emphasizes exploring consequences and reviewing outcomes—key factors in an executive’s coaching approach.

• What would you like to achieve in this conversation?
• What does long-term success look like?

• What is the current situation?
• Who else is involved?

• What solutions have you considered?
• What are the potential consequences of each option?

• What specific steps will you take next?
• How will you ensure follow-through?

• What progress have you made since our last discussion?
• What obstacles have you encountered?

By structuring conversations in this way, executives create clarity, accountability, and momentum in their coaching efforts.

Finding the Coaching Sweet Spot

The most effective executives do not simply delegate tasks or step back entirely—they find the coaching sweet spot, empowering their teams while providing the right level of support. By mastering active listening, powerful questioning, and structured coaching conversations, executives can develop high-performing teams and cultivate future leaders.

While coaching is not always the right approach, particularly in urgent situations, it remains one of the most valuable leadership strategies for driving long-term success. When leaders find their coaching sweet spot, they unlock the full potential of their teams and create lasting impact across their organizations.

—Maja Egnell

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RHR has 80 years of experience developing executives into exceptional leaders who coach, inspire, and drive transformative success. To learn more about how we help leaders coach their teams effectively, reach out.