Leading is not always straight forward. There are many different approaches a leader needs to use to be effective.

As a coach, I’m naturally curious and look to empower my clients to step into the challenge of identifying what’s right for them by coming up with their own answers or solutions. A lot of this is done through asking open-ended questions to help my clients consider what they may not otherwise think through.

This same approach is a helpful tool for leaders in organizations – instead of always being the one to solve for others, it can drive very different results by turning it around and asking others for their ideas, thoughts, opinions, etc. This not only helps to build a culture of trust, and inclusion, but also helps to increase innovation and empower others, all leading to improved employee engagement!

On the flip side, sometimes leaders need to consider what is needed in the moment. There are times when asking questions is not as effective as we might otherwise think.

How can you determine what is needed in the moment?

I have personally experienced leading teams where I thought my always asking questions was the “right” way, but at times, it created frustration for others. I quickly learned the importance of clarifying what someone is looking for in the moment…. Are they looking for advice, or do they want the challenge of figuring it out on their own? Are they looking for a partner to brainstorm with, or are they looking for someone to share insight?

Even when I’m coaching clients, there are times that my clients are requesting me to put on my “consulting hat” as they would like to hear about ways they may not even consider on their own. By creating an understanding in advance that this is an option, the partnership is able to deepen.

How then, as a leader, can you determine what one of your direct reports needs, for instance when they come to you with a question?

Knowing what someone needs requires open communication and trust. Being self-aware and understanding others and their “comfort zones” is also essential.

In speaking with one of my clients this week, she shared with me a tremendous learning. She was always jumping in to “fix” problems, working beyond her regular hours only to find she was getting exhausted and upset. She tested the challenge in front of her, to empower others to take risks and step into discomfort. What she witnessed was an employee who took the challenge and was incredibly appreciative even though it took them a bit longer to figure it out on their own. The employee now feels more confident in their role, feels trusted, and empowered. The leader, on the other hand, feels a sense of relief, and realizes she doesn’t always have to go into “fix it” mode, rather let go and trust her employees to jump into the challenge.

What do you notice about how you empower others? Where might you have the opportunity to build deeper trust, ask more questions, delegate differently, or empower more? I support leaders at all levels through individual and group/team coaching as well as lead custom designed workshops focused on leadership development.  Interested in learning more? Let’s connect.

“Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them.” – Timothy Gallwey