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_{What we’ll learn in today’s Newsletter}

• Empower employees to solve problems independently.

• Use open-ended questions to spark critical thinking.

• Guide without giving all the answers.

• Encourage reflection for deeper learning.

• Balance coaching with timely support.

• Build a growth-focused coaching culture.

There's an old proverb: Give a person a fish, and you feed them for a day; teach them to fish, and you feed them for a lifetime. This timeless wisdom encapsulates the essence of coaching in leadership.

As leaders, we often face the temptation to provide quick fixes for our employees’ challenges. It’s faster, easier, and sometimes feels like the right way to help. But sustainable growth comes from teaching employees to solve problems on their own, equipping them with the skills and mindset to navigate challenges long after the coaching session ends. Coaching isn’t about being the hero who always has the answer. It’s about empowering employees to become resourceful, confident problem-solvers.

Today we’ll explore the art of "teaching an employee to fish," breaking down how to conduct transformative coaching sessions and exactly what to say to foster independence and growth.

The Purpose of Coaching: Building Capability

Coaching is not about doing the work for your employee or micromanaging their tasks. It’s about building their capacity to think critically, make decisions, and execute effectively. This process takes patience and intentionality, but it pays dividends in the long run.

When an employee asks for help, instead of immediately jumping in with solutions, start by framing your role as a coach:

• What to Say:

  • “I’m here to help you think this through so you feel confident tackling it yourself.”

  • “Let’s figure this out together, and next time, you’ll have a clear plan for how to approach it.”

This framing signals that your support is about developing their ability—not just resolving the immediate issue.

Asking the Right Questions

Effective coaching is less about telling and more about asking. Open-ended questions encourage employees to reflect, analyze, and find their own answers. This process not only builds confidence but also deepens their understanding of the problem at hand.

Here are some powerful coaching questions to guide the conversation:

• What to Say:

  • “What’s the main challenge here for you?”

  • “What options have you considered so far?”

  • “What do you think might happen if you tried [specific approach]?”

  • “How do you think this decision aligns with our goals?”

  • “What would success look like in this situation?”

These questions shift the focus from you as the leader to them as the thinker, fostering ownership of the solution.

Guiding Without Giving Away the Fish

It’s important to strike a balance between guiding and over-directing. If you simply hand over the answer, the employee misses the chance to develop their own problem-solving skills. On the other hand, leaving them entirely to their own devices can lead to frustration and stalled progress.

Instead, guide them toward a solution through exploration:

• What to Say:

  • “You’re on the right track with that idea. What’s one way you could take it further?”

  • “Have you thought about how [specific factor] might affect the outcome?”

  • “It sounds like [specific insight] could be important. How might you build on that?”

This approach keeps the employee in the driver’s seat while offering helpful nudges in the right direction.

Encouraging Reflection and Learning

Coaching is as much about the journey as the destination. After an employee has tackled a challenge, reflection helps them consolidate what they’ve learned and how they can apply it in the future.

Encourage reflection by asking questions that prompt them to analyze their process and results:

• What to Say:

  • “Looking back, what worked well, and what would you do differently next time?”

  • “What did you learn about yourself in handling this situation?”

  • “How will you approach a similar challenge in the future?”

Reflection reinforces lessons learned and empowers employees to take ownership of their growth.

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Knowing When to Step In

Teaching someone to fish doesn’t mean leaving them to struggle indefinitely. There are times when a leader needs to step in and provide guidance or clarity, especially if the employee is at risk of failing in a way that could harm the business or their confidence.

However, even in these moments, it’s possible to maintain a coaching mindset. Instead of dictating a solution, offer a collaborative approach:

• What to Say:

  • “I see you’re stuck, and that’s okay. Let’s break this down together.”

  • “Here’s one way I’ve approached a similar problem before. How do you think that could apply here?”

  • “Let me share a perspective that might help. What are your thoughts on it?”

This ensures the employee still feels involved in the process and learns from the experience.

Creating a Coaching Culture

The true impact of coaching comes when it’s not limited to one-off conversations but becomes embedded in your team’s culture. A coaching culture encourages continuous learning, open dialogue, and mutual support.

To foster this, lead by example. Model curiosity, humility, and a growth mindset in your own behaviour. Encourage peer-to-peer coaching, where team members can support each other’s development.

• What to Say to Your Team:

  • “We’re all here to grow, and coaching is part of how we do that. Let’s make it a habit to ask great questions and share insights.”

  • “If you’ve figured out a great approach to something, share it with the team so we can all learn from each other.”

A coaching culture transforms the workplace into a dynamic environment where everyone feels empowered to learn and contribute.

The Long-Term Payoff

Teaching an employee to fish requires an upfront investment of time and effort. It can be tempting to bypass coaching for the sake of efficiency. But when you consistently coach your employees, the long-term payoff is undeniable.

Employees become more self-sufficient, confident, and capable. They bring better solutions to the table, reducing your workload and increasing the team’s overall performance. Beyond that, they feel valued and supported, which boosts engagement and retention.

Final thoughts

Coaching is one of the most impactful ways a leader can contribute to their team’s success. It’s not about having all the answers—it’s about helping employees discover their potential and equipping them with the tools to thrive.

By focusing on teaching your employees to fish, you’re not just solving today’s problems. You’re building a team that can navigate tomorrow’s challenges with confidence and skill.

So the next time an employee comes to you with a problem, resist the urge to hand them a fish. Instead, embrace the opportunity to coach, and watch as they grow into the resourceful, capable professionals you always knew they could be.

Until next week!

David

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