Coaching isn’t just for executive leaders or formal programs—it’s a skill every manager can (and should) build. When done well, coaching helps employees grow, stay engaged, and reach their full potential. But for a lot of busy managers, the idea of adding “coach” to their long to-do list can feel overwhelming. That’s where having a coaching toolbox comes in.
Just like you wouldn’t tackle a home project without the right tools, coaching works best when you’ve got a few reliable techniques at your fingertips. Let’s walk through a few simple strategies that can help make coaching feel more natural, effective, and maybe even a little fun.
Start with awareness
Great coaching starts with understanding who you're coaching. If you have used an assessment like the McQuaig Word Survey when an employee was hired, break it back out! The results are still useful to give you a snapshot of who your employee is, how they like to work, and how best to motivate them. Understanding what makes your employee tick is going to help you deliver a more personalized message that's tailored to their learning needs, rather than a generic coaching approach. Adding this extra level of insight into your planning will help the employee feel seen and respected, and give them a customized path to follow from your advice.
Practice active listening
This one sounds obvious, but it’s harder than it looks. Active listening means giving your full attention—no multitasking—and reflecting back what you hear to show understanding. It can be tempting to interrupt or try to add your perspective to a conversation which is why it's important to practice active listening skills. Sometimes there is more value in being quiet than speaking and finding that balance can take time. And it's not just about making space for someone else to speak. It's also about paying attention and rephrasing their thoughts to ensure you are both on the same page. Try using simple phrases like, "What I’m hearing is…" or "Tell me more about that." The more your team feels heard, the more open they’ll be to feedback and support.
Read More: Learn more about the power of personalized learning plans
Ask powerful questions
Coaching isn’t about having all the answers. It’s about asking the right questions to help someone think through a challenge or idea. Instead of giving advice, try prompts like, “What options have you considered?” or “What would success look like for you?” If you're not sure where to start with an employee, try McQuaig Maven! Our AI-powered tool translates assessment data into real-world feedback in seconds. You can select the employee of your choice and ask Maven to create a coaching plan or tailored coaching questions for that person. With AI support, even busy managers have time to development personalized coaching plans for their team.
Offer feedback the right way
Feedback doesn’t have to be scary. When it's specific, timely, and framed around growth, it becomes a powerful coaching tool. Focus on behaviours (not personalities), and link feedback to goals or values. And remember, feedback should be a two-way street—invite your team to share their thoughts, too. When you can show you're open to honest discourse and take your team's feedback seriously, it sets a tone for the culture of the whole team and encourages others to feel safe to speak.
Read More: Build a company culture your employees don't want to leave
Champion their growth
Coaching isn’t just about correcting behaviour—it’s about championing your people. Recognize wins, celebrate progress, and cheer them on when they take on new challenges. Even small moments of encouragement can have a big impact on motivation and trust. From hand-written thank you notes, to public acknowledgement, to personal kudos, let you're people know you support them and their learning paths. When an employee masters a new skill or level of self-awareness, everyone wins.
Remember, keep it consistent
Finally, make coaching a regular part of your leadership style—not something that only happens during performance reviews. Whether it’s a quick check-in, a debrief after a project, or a formal development chat, those ongoing conversations are what make coaching stick. And remember, having a go-to coaching toolbox doesn’t mean you need to be perfect. It just means you’re showing up with intention and investing in your team’s ongoing growth.