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It’s 9:00 am, and Ritika is about to start her day with an important meeting. Her junior employee, Revati, walks in looking anxious. The project they’ve been working on is hitting roadblocks. Ritika doesn’t immediately jump in with instructions. Instead, she asks Revati, “What’s your take on the situation? What do you think could be the next steps?” Revati looks surprised, but as they talk, she grows more confident, outlining potential solutions. Ritika smiles, watching as Revati takes control of the problem – all it took was the right nudge. This isn’t the typical boss behaviour from a few decades ago. Ritika’s approach, more as a coach than a commander, unlocks a sense of ownership in Revati that instructions never could.
Later in the day, Ritika receives a call from Raj, a senior manager, struggling with a decision. The deadline is looming, and he’s unsure about the direction. Ritika knows that Raj needs more than just coaching – he needs clarity. She shifts her style, providing a structured plan and clear expectations. “Here’s the framework we’ll use,” she says, laying out the path forward. This mix of direct leadership with a coaching touch allows Raj to feel supported, yet autonomous. Ritika's ability to read the moment and adjust her leadership style helps Raj regain his confidence and focus.
Leadership today is not a one-size-fits-all approach. While some situations may demand decisive action, many require a more nuanced touch. Later in the day, Ritika receives a call from Raj, a senior manager struggling with a critical decision. Deadlines loom, and he's unsure about the next steps. Here, Ritika knows that coaching alone isn’t enough. She offers clear direction, laying out a structured plan. With her firm guidance, Raj regains his clarity and confidence. This adaptive leadership style—a blend of coaching and direction—ensures that people feel supported but are also empowered to make decisions.
As leadership evolves, it has become clear that the most successful leaders know how to strike this balance. Today’s employees, particularly the younger generation, crave more than instructions; they want autonomy, a sense of purpose, and opportunities for personal development. They don’t respond well to rigid, authoritarian management styles. Instead, they thrive under leaders who take on the role of a coach—someone who listens, guides, and supports.
We see similar dynamics in sports. Take Virat Kohli and his coach, Rajkumar Sharma. Sharma didn't just teach him technique; he fostered confidence and mental toughness. When Kohli faced setbacks early in his career, Sharma didn’t spoon-feed solutions. Instead, he asked tough questions, pushing Kohli to reflect, adapt, and grow. This coaching approach built resilience and confidence, empowering Kohli to find his own way to win – both on the field and off.
The data supports this shift. A recent survey revealed that 35% of employees cite their boss as the biggest source of stress at work. In a world where workplace stress is at an all-time high, leaders who act as coaches, creating psychological safety and fostering trust, are not just preferred – they’re essential.
As Simon Sinek aptly puts it, “Leadership is not about being in charge. It’s about taking care of those in your charge.” Modern bosses are learning that the best way to lead is by making space for others to thrive. By coaching rather than commanding, they build environments where creativity, trust, and growth can flourish.
And Boss’s Day, this 16th October? Let’s just call it Coach’s Day—because the best bosses don’t give orders, they give you the confidence to find your own way to win!
Inspiring leaders realize that guiding and nurturing is far more powerful than dictating. As said, "A leader is one who knows the way, goes the way, and shows the way." In today’s world, that path is one of empathy, collaboration, and empowerment.
This article first appeared in the ETHRWorld on 12 October 2024.
