A coaching leader invests in others by encouraging, challenging, and supporting them. It begins with seeing the other person as a capable and gifted. A friend who took a coach approach as a supervisor used his planning sessions with staff members to ask questions like:
· “What did you learn from this experience?”
· “What can we celebrate about your work?”
· “These are great ideas, but what will you have to give up to pursue them?”
· “How can I help you to accomplish your goals?”
Both supervisors and coaches bear ultimate responsibility for mission execution, but their core postures toward people differ fundamentally.
Conventional Supervisor | Pastoral Coaching Leader |
Operates out of fear of failure or reputational risk | Views failure as a threshold for reflection and discipleship |
Maintains strict control and regulates execution | Expands boundaries and cultivates capacity |
Directs top-down from the position of authority | Serves as a "guide on the side" rather than a "sage on the stage" |
Pours in predetermined answers | Draws out internal wisdom, discernment, and gifts |
As I noted in The Coaching Leader, a coaching leader carries the heart of an educator. As a coaching leader, your primary call is not to pour your solutions into staff members, but to draw out the unique gifts, wisdom, and calling that God has already deposited within them.
A coaching leader walks alongside staff to help them locate their growing edge and live into it. One of the first things a coaching leader must learn is avoid being a problem-solver but instead to help the staff member develop and embrace that task.
How one does this will be addressed in the next post.
(Researched with Google Gemini)

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