How can you coach an autocratic leader to become more collaborative?

1 Identify the root cause

The first step is to understand why the leader is autocratic in the first place. Is it because of their personality, their values, their experience, or their context? What are the benefits and costs of their style for themselves and others? How do they perceive feedback, conflict, and diversity? By exploring these questions, you can help the leader gain self-awareness and insight into their motivations and behaviors.

2 Build trust and rapport

The second step is to establish a trusting and supportive relationship with the leader. Autocratic leaders may be resistant to coaching, especially if they feel threatened or criticized. You need to show them that you are not there to judge them, but to help them achieve their goals and potential. You can do this by listening actively, acknowledging their strengths, respecting their boundaries, and aligning your coaching agenda with their needs and expectations.

3 Challenge and support

The third step is to challenge and support the leader to develop new skills and mindsets that will enable them to be more collaborative. You can do this by providing constructive feedback, asking powerful questions, offering alternative perspectives, and suggesting practical tools and strategies. For example, you can help the leader learn how to delegate effectively, communicate clearly, empower others, solicit input, and appreciate diversity. You can also help them recognize and overcome their fears, biases, and assumptions that may hinder their collaboration.

4 Reinforce and celebrate

The fourth step is to reinforce and celebrate the leader's progress and achievements. You can do this by providing positive reinforcement, highlighting their successes, acknowledging their efforts, and celebrating their milestones. You can also help them identify and address any challenges, setbacks, or gaps that may arise along the way. By doing this, you can help the leader build confidence, motivation, and commitment to continue their learning journey.

5 Monitor and evaluate

The fifth step is to monitor and evaluate the leader's performance and impact. You can do this by setting clear and measurable goals, collecting feedback from multiple sources, and tracking changes and outcomes. You can also help the leader reflect on their learning process, identify their key takeaways, and plan their next steps. By doing this, you can help the leader assess their growth, demonstrate their value, and sustain their improvement.

6 Adapt and customize

The sixth step is to adapt and customize your coaching approach according to the leader's personality, situation, and preferences. You need to be flexible and responsive to the leader's needs, challenges, and feedback. You also need to respect their autonomy and choice, and avoid imposing your own agenda or style. By doing this, you can help the leader feel comfortable, respected, and engaged in the coaching process.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?