To successfully adopt a coaching style of leadership, we must commit to a far more optimistic view than usual of a person’s potential.

Pretend optimism won’t suffice: our true feelings will leak out, often in unhelpful, unresourceful ways.

Building awareness, responsibility and self-belief in another person (the 3 primary goals of The Coaching Leader) requires that we change the way we think and feel about that person at a fundamental level.

This is easier said than done. Of course, we want what’s best for our charge. But a lifetime of conditioning has us preferring pessimism, caution … and lots and lots of control.

So, should our optimism be blind and undiscerning? Of course not. But is our optimism as strong as it could be? Or needs to be? Are we limiting our people’s potential with self-imposed limits of our own?

If you want to improve your coaching style of leadership but are struggling to let go, consider what might be holding you back.

😱 Fear of failure.
😱 Fear of mediocrity.
😱 Missed expectations.
😱 Negative reputational impact.
😱 Loss of authority.

Get clear on the personal worries that could be limiting the optimism you feel for your people. The work you do here will deliver exponential returns, as seen through your team.