Coaching at Every Level: How We Grow Together

If you've set professional development goals this year, there's a good chance "developing others" is somewhere on your list. But let’s be honest—when we hear the word "coaching," what we often picture is a manager sitting down with a direct report, giving instructions on what should be done, and how. While that’s certainly something that occurs, that is Managing, not Coaching. Great teams don’t just rely on management of their people, they expect and empower them to coach—they make coaching a shared responsibility, at every level.

Coaching is about helping each other improve, whether you’re mentoring a peer, guiding someone newer to the team, or even "coaching up"—offering feedback and insights to those in leadership positions. The idea might feel a little uncomfortable at first. After all, isn't coaching supposed to be top-down? Not necessarily. The best teams recognize that learning and growth are two-way streets.

Why Peer Coaching Matters

We spend more time with our colleagues than with anyone else in the workplace. That means we have a front-row seat to each other’s strengths, challenges, and growth opportunities. When we take the time to coach our peers—whether it’s helping them sharpen a skill, work through a challenge, or see something from a different perspective—we make our entire team stronger.

And really, peer coaching is something we already do in other areas of life. Think about how couples coach each other—offering non-judgmental feedback on things that impact them, whether it’s about work, home life, or family dynamics. A partner might gently point out a better way to handle a tricky conversation, suggest an approach to a problem, or offer support when things get tough. This kind of informal coaching helps relationships grow stronger, and the same principle applies in the workplace. We’re already naturally inclined to help the people around us improve—it just takes a little intention to bring that into our professional lives.

Peer coaching creates a culture where feedback isn’t something to fear; it’s something we value. It encourages open conversations, continuous learning, and a team-wide commitment to improvement. And, let’s be honest, sometimes hearing advice from a teammate lands better than hearing it from a manager.

The Power of "Coaching Up"

Let’s flip the script. What happens when employees coach their leaders? While it might feel unnatural, great leaders don’t just give feedback—they seek it out. Feedback, after all, is a gift, and good leaders understand that their team members often have valuable insights they might not see from their vantage point.

Coaching up isn't about criticizing or second-guessing leadership. It's about respectfully sharing perspectives, offering constructive feedback, and helping leaders make more informed decisions. The best leaders welcome constructive feedback because they know that strong teams don’t just follow—they contribute, challenge, and collaborate.

Coaching and LEAN: A Perfect Fit

For organizations committed to LEAN principles, both peer coaching and coaching up are essential. LEAN is all about continuous improvement, eliminating waste, and empowering employees at every level to identify inefficiencies and propose better ways of working. That can only happen in an environment where people feel encouraged—and expected—to share feedback, regardless of hierarchy.

Peer coaching aligns with LEAN by fostering a culture of problem-solving at the ground level. When team members help each other refine processes, troubleshoot challenges, and work smarter, they create efficiencies that drive overall business success. Similarly, coaching up ensures that insights from those closest to the work make their way to leadership, leading to better decisions and a more agile organization.

Without a strong coaching culture, LEAN efforts can stall. Employees might see inefficiencies but stay silent. Leaders might push for change without fully understanding the day-to-day realities on the ground. But when coaching happens in every direction, the organization benefits from a true culture of continuous improvement—one where great ideas don’t get lost, and everyone plays a role in making the business better.

How to Build a Coaching Culture

Creating a workplace where coaching flows in every direction requires intention. If you want to make it happen within your own team or wider organization, there are a few simple ways to do so:

• Ask for Feedback, and Mean It – Whether you’re a manager or not, inviting others to share their thoughts on your work and leadership style sets the tone for a coaching-friendly environment. It isn't always easy to do, and it can be one of the most nerve-wracking, especially when you aren't sure how people might respond. Just remember, feedback is a gift, and sometimes we get gifts we don't want, but we may need.
• Give Feedback with the Right Intent – Coaching is about support, not judgment. When offering guidance, focus on helping, not criticizing. Don't lead with what someone did wrong, tell them what they can do better, and how.
• Recognize and Encourage Growth – If you see a colleague making progress, say something! Reinforcing improvement makes coaching a positive, ongoing practice. Having a standup meeting at the start of the day? Start with Recognition. When people know you are willing to recognize their strengths, they are more likely to listen when you offer suggestions for improvement.
• Make It Normal – The more we integrate coaching into daily conversations, the more natural it becomes. A quick "Hey, I noticed something that might help next time—want some input?" goes a long way.

Coaching isn’t just a skill for managers; it’s a mindset for everyone. When we all take ownership of developing others—and remain open to learning ourselves—we create a workplace that doesn’t just meet goals, but grows together. And for companies embracing LEAN, this mindset isn’t just beneficial—it’s critical to success.

So, who will you coach today? And who might have something to teach you?