The Three Key Steps that Transforms Leaders to Coaches

Aug 27 / Steve Lowisz

Sixteen years ago, I discovered something that changed how I lead forever.

I was pushing my team to perform for me instead of helping them perform for themselves. The moment I recognized this, everything shifted.

After 32 years as an entrepreneur and training over 5,000 leaders, I've learned that traditional leadership creates dependence. Coaching leadership creates independence.

The transformation requires three fundamental shifts. Each one builds on the other to create leaders who develop other leaders.



Shift 1: From Answer-Giver to Question-Asker


Stop solving problems for your team. Start asking the right questions.

When someone brings you a problem, resist the urge to immediately provide the solution. Instead, ask: What's working? What's not working? Why do you think it's not working? What results do you want? Why? What have you tried so far? What was the result?

These seven questions are part of my "baker's dozen" methodology. Thirteen specific questions that transform how people think and solve problems.

Here's what happens when you consistently use this approach: After three or four times, people start coming to you with answers instead of problems. Often, I don't need to speak.

The complete framework is available through our free video course at www.lowiszleadership.com.

Warning: Don't ask lazy questions like "What do you think?" That creates pushback. Ask deeper, more specific questions that teach problem-solving, not just solve that one issue.

Research shows that companies are moving toward coaching models where managers facilitate problem-solving rather than giving orders.


Shift 2: From Control to Growth Mindset

Before you act, ask yourself: "Is what I'm doing helping this person grow, or just helping them execute this time?"

This single question transforms everything. Instead of creating dependent followers, you develop independent problem-solvers.
Our job as leaders is to create independence. Too many create dependence.

When your team works through the questioning process, they often come up with different solutions than you would have suggested. That's the beauty of coaching leadership.

They have a different perspective. They're closer to the issue and can see things more clearly than you can.

The leaders who successfully make this shift always say they should have done it sooner. Those who resist worry they won't be needed anymore.

The opposite is true. Coaching leaders become more valuable, not less.

Research confirms that non-directive coaching enhances self-efficacy and long-term behavior change by fostering autonomy and deeper insight.


Shift 3: From Brutal Honesty to Care and Candor

You never need to be brutal with feedback. But if you care enough about someone, you'll be candid with them.

The intent matters. Candor should help people improve, not chastise them.

When I work with leaders stuck in the "I need all the answers" trap, I tell them directly: If you have all the answers, you're taking the opportunity away from your team member to grow.

This usually creates the breakthrough they need.

Nobody knows all the answers. When you try to be the answer person, you're stealing growth opportunities from your team members.

Care and candor creates the environment where people feel safe to think through problems themselves.


The Practical Start

Ready to begin? Start with two simple changes tomorrow:

First, stop solving problems immediately. Pause and ask: "What do you want out of this situation?"

Second, shift to a growth mindset. Before you act, ask yourself: "Is what I'm doing helping this person grow, or just helping them execute this time?"

Yes, it takes more time initially. In the short term, solving problems yourself is faster. But in the long run, you'll stop solving the same problems over and over.

Studies reveal that even transformational leadership can accidentally create follower dependence rather than independence. The questioning approach breaks this cycle.

The Guide Don't Drive™ framework creates the next generation of independent, capable leaders who don't need you to solve their problems.

That's when you know you've succeeded as a leader.

These three shifts transform how your team thinks, solves problems, and grows. They'll come to you ready with answers, and you'll often find yourself just listening.

Start with shift one tomorrow. Ask better questions. Watch what happens.