“A good coach can change a game. A great coach can change a life.”
— John Wooden
In professional teams, coaching isn’t about instructing; it’s about inspiring. It’s about unlocking the potential of individuals so the entire team thrives. Over the years, I’ve learned that coaching within teams is less about authority and more about authentic connection, trust, and continuous growth.
Coaching vs. Managing
A manager focuses on delivery — timelines, reports, and results.
A coach focuses on development — behavior, mindset, and learning.
When you coach your team, you’re not fixing their problems; you’re enabling them to think, explore, and arrive at their own solutions. The shift is subtle but powerful: from “Do this” to “What do you think we should try?”
Coaching in Teams — Real Scenarios
1. Empowering Through Ownership
Once, a team member of mine was struggling with delivery consistency. Instead of stepping in to “fix it,” I asked them to walk me through their blockers. I listened, guided them to visualize priorities, and helped them identify what to say no to.
Within a few weeks, not only did they regain control — they started mentoring others on managing workloads better.
Lesson: Coaching works when you help people find their own rhythm, not enforce yours.
2. Turning Conflicts into Collaboration
At one point, two team members had completely different opinions about a feature design. As a coach, my role wasn’t to pick a side but to create a safe space. I facilitated a session where both explained why they thought their solution was better — not what it was.
By the end, they designed a merged approach that exceeded our expectations.
Lesson: Coaching means guiding people from defending their ideas to defining shared goals.
3. Building Confidence, Not Dependency
During my coaching sessions, I often use the “mirror approach.” When someone brings a problem, I reflect their own thinking back to them — instead of providing direct answers. This encourages self-assessment and builds decision-making confidence.
Over time, the team becomes self-sufficient, capable of solving challenges even in your absence. That’s the true success of coaching — when your team doesn’t need you daily but still values your presence.
My Way of Coaching
My philosophy of coaching has evolved through both my corporate and community roles — as Head of Engineering and Secretary-General of Agile Pakistan.
Here’s how I approach it:
- Sit With Them, Not Above Them – I prefer open seating, shared discussions, and no physical hierarchy. Coaching starts with presence.
- Ask Before Advising – I begin with curiosity, not conclusions. Questions drive learning deeper than lectures ever can.
- Build on Strengths – Instead of focusing on weaknesses, I help individuals amplify what they do best.
- Reflect and Review – Every coaching moment is a learning loop — for them and for me.
- Celebrate Progress, Not Perfection – Growth is continuous, and so should be our encouragement.
Coaching Beyond Work
Great coaching doesn’t stop at performance reviews or sprint retrospectives. It continues in how you guide someone through self-doubt, help them rediscover motivation, or nudge them to take the next step in their career.
Sometimes, a single coaching conversation can reshape someone’s confidence — or even their entire perspective on leadership. That’s when you truly realize what John Wooden meant:
A great coach doesn’t just change outcomes — they change lives.
Key Takeaways
- Coaching builds people, not just performance.
- Great coaches ask powerful questions, not give quick answers.
- True coaching makes teams self-driven and collaborative.
- Sit with your team — not above them — to lead with empathy and impact.
- Celebrate growth at every step, no matter how small.