I spend much of my working life speaking with leaders and changemakers across industries about leadership and transformation. There isn’t a single organisation I’ve come across that hasn’t at least started talking about the importance of coaching-based leadership—many have even begun supporting their managers in developing these skills. But the big question remains: has anything truly changed? And how can we drive meaningful impact?
Why coaching-based leadership?
The benefits of a coaching approach are widely recognised when it comes to building the kinds of capabilities organisations need today. Coaching-based leadership helps to:
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Evolve the role of managers from reactive problem-solvers to proactive coaches—moving closer to strategic leadership
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Align employee experience with the expectations of modern working life
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Foster self-directed, empowered teams
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Build adaptability and renewal capacity across the organisation
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Encourage a culture of innovation and experimentation
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Make company values more visible and embedded in everyday action
Why some coaching-based leadership practices may not have stuck
Many companies have begun integrating coaching-based leadership skills into their leadership development programmes. But has that been enough to create lasting change?
Far too often we hear managers say: “That coaching approach would really help in this situation—and I think we had some training on it a few years back, but…”
This reveals a common gap: coaching-based leadership ends up being seen as just another HR initiative—a one-off training rather than a strategic capability. There's no clear link to the company’s broader goals or to the behaviours it wants to promote.
Sustainable change demands long-term, multi-layered support. It means rethinking both mindset and practice, and embedding learning processes that guide leaders through this evolution. Leaders shouldn’t be left to figure it all out on their own—organisational support is crucial if we want real impact.
Most of what we learn comes through experience. That’s why organisations must actively support learning inside the business, not just outside of it.
So how can we drive real impact?
We believe coaching-based leadership must go beyond individual skillsets—it has to be woven into the organisation’s capability and culture. And this shift must be grounded in strategic intent, led from the top.
This leadership model changes how we lead—and that demands a shift in how leaders think and act. It takes time, commitment, and often, a personal coaching journey.
Key elements for success:
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Clear goals – How will coaching-based leadership and culture support your strategy?
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A structured plan
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Strong communication – Keeping the topic alive and visible, especially among senior leadership
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Top-level commitment – Leaders walking the talk, ideally by starting their own coaching processes
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A thoughtful training process – Tailored to each context, and designed to support individuals and teams alike
Coaching-based leadership is not just a set of tools or techniques—it’s a holistic mindset and way of working. At Hanken & SSE, we help organisations ignite new ways of thinking and leading, at both individual and enterprise level.
🎧 Explore the benefits of coaching-based leadership in our latest podcast.
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🎓 Building a coaching culture with internal coaches? We offer certified coach training for organisations. Get in touch!