Growing up in the Nigerian health space, leadership often involved command and control: giving orders, enforcing rules, and measuring output.
Reflecting on my personal growth as a leader, I realise my biggest breakthroughs did not come from people managing me.
They came from people coaching me.
People who asked powerful questions.
People who challenged my thinking without crushing my confidence.
People who saw me not for where I was, but for who I could become.
Managing focuses on control.
Coaching focuses on capacity building.
Managers drive compliance.
Coaches drive ownership.
Gallupโs research confirms this.
Employees who receive daily coaching are three times more likely to be engaged at work.
Managing tells people what to do.
Coaching helps them discover who to become.
These shifts can help you lead more like a coach:
- Ask before advising. Questions open the mind. Commands close it.
- Focus on long-term growth, not just short-term performance.
- Encourage reflection. “What do you think we should do?”
- Build capability, not dependency. Empower decision-making.
- Celebrate progress, not just perfection. Growth happens in stages.
Leadership pulse check for this week:
Ask a direct report this question:
“What is one skill or area you want to grow in this quarter and how can I support you in that journey?”
Then listen.
Support.
Guide.
Coach.