Leaders as Coaches: Empowering Teams to Make Winning Decisions – Master Class by Helene Smuts

EO JHB recently held a Master Class with Heléne Smuts , Founder and CEO of Credo Growth . EO Johannesburg members were invited to extend the session to their 2IC’s so they can arm their team with key critical skills.

Why is it important to empower teams to make winning decisions? In today’s fast-paced and ever-changing business landscape, the most effective leaders are not just decision-makers but coaches who equip their teams with the confidence and capability to make winning decisions independently. By fostering a coaching culture, leaders empower their employees to think critically, take ownership, and drive success without constantly relying on top-down directives.

The Shift from Boss to Coach

Traditional leadership models often emphasize control and authority, where leaders make the key decisions while their teams follow instructions. While this approach may work in the short term, it stifles innovation, slows down problem-solving, and creates dependency.

Coaching-based leadership, on the other hand, is about guiding rather than directing, empowering rather than micromanaging. A coaching leader builds a culture where employees feel confident to take initiative, make informed choices, and contribute meaningfully to the organization’s success.

The Core Principles of Coaching Leadership

To transition from being a boss to a coach, leaders must embrace several key principles:

1. Encourage Ownership and Accountability

A coaching leader trusts their team to make decisions and supports them in taking responsibility for their outcomes. This means shifting from giving orders to asking powerful questions that prompt deeper thinking:

• “What do you think is the best approach?”
• “How would you handle this if I weren’t here?”
• “What are the possible risks, and how can you mitigate them?”

By encouraging team members to think through their choices, leaders instill confidence and accountability.

2. Foster a Growth Mindset

Great coaches help their teams embrace challenges as learning opportunities rather than fearing failure. Leaders can do this by:

• Providing constructive feedback rather than criticism
• Celebrating effort and progress, not just outcomes
• Encouraging continuous learning through mentorship and skill development

When employees believe that their skills can improve with effort, they are more willing to take calculated risks and innovate.

3. Create a Safe Environment for Decision-Making

Fear of making mistakes often holds employees back from taking initiative. Leaders must create an environment where mistakes are seen as learning experiences rather than punishable offenses. A few ways to achieve this include:

• Leading by example – Admitting when they make mistakes and sharing lessons learned
• Supporting calculated risks – Encouraging employees to take initiative while providing a safety net when needed
• Providing guidance, not micromanagement – Being available for support but allowing employees to navigate challenges on their own

4. Equip Teams with the Right Tools and Knowledge

Confidence in decision-making comes from competence. Leaders must ensure their teams have access to:

• Clear organizational goals and expectations
• Training programs and continuous learning opportunities
• Frameworks for decision-making, such as risk assessment models or structured problem-solving methods

When employees have the knowledge and resources to make informed choices, they rely less on their leaders and more on their own expertise.

5. Empower Through Trust

Trust is the foundation of a coaching culture. Leaders who trust their teams:

• Delegate meaningful tasks instead of only routine work
• Allow employees to take the lead on projects
• Give them space to solve problems without immediate interference

This trust boosts morale, enhances engagement, and ultimately leads to better decision-making at all levels.

The Impact of Coaching Leadership on Organizational Success

When leaders embrace the role of a coach, they don’t just develop stronger individual team members—they cultivate a resilient, high-performing organization. The benefits include:

• Faster decision-making – Teams that don’t have to wait for leader approval can respond quickly to opportunities and challenges.
• Higher innovation – Employees who feel empowered to contribute their ideas without fear of failure are more creative.
• Increased engagement and retention – People thrive in environments where they feel trusted and valued.
• Stronger leadership pipeline – Coaching leaders develop future leaders who are ready to take on greater responsibilities.

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