Let's face it, not every manager loves coaching. Some feel it’s awkward, others think it takes too much time, and a few just don’t know where to start. But coaching doesn’t have to feel like pulling teeth. Done well, it’s one of the most powerful ways to build engagement, grow talent, and keep turnover low.
If you’ve got leaders on your team who would rather do anything else than coach, this list is for them. Here are 10 simple tips that make coaching less intimidating and more of a natural part of leading.
The best coaching sessions don’t sound like a monologue. They sound like a conversation. Managers don’t need to walk in with a full plan or script. By asking a question and then truly listening, they create space for employees to share their experiences and concerns. That trust is the foundation of every successful coaching moment.
Next step: Try opening your next 1:1 with, “What’s one thing you’d like more support on this week?”
Coaching doesn’t have to be a formal sit-down. In fact, some of the best coaching happens in short, informal moments when it feels natural. A five-minute chat after a project update can be just as effective as a scheduled session, sometimes even more so because it's authentic. Keeping it short makes coaching less intimidating and easier to repeat.
Next step: Challenge yourself to try a “micro-coaching” moment every day for a week.
When coaching is only about weaknesses, it starts to feel heavy and discouraging. Shifting the focus to strengths not only builds confidence but also shows employees where they can shine. Tools like the McQuaig Self Development Survey help identify those strengths so managers have a clear starting point for the conversation. When employees feel seen for what they do well, they’re far more likely to engage and be receptive to further feedback.
Next step: Ask an employee what they feel most confident doing, then brainstorm how to use that skill more often.
Coaching works best when it comes from curiosity instead of judgment. Asking, “What do you think worked well?” opens the door for reflection and learning. Managers don’t need to position themselves as experts. They just need to guide the conversation in a supportive way. Employees will often discover their own solutions if given the chance to think it through or talk about a problem out loud.
Next step: Replace one piece of feedback this week with a curious, open-ended question.
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For managers who dread coaching, structure is a lifesaver. Having tools that provide insights takes away the stress of not knowing where to begin. TeamSync gives leaders a clear picture of team dynamics and potential friction points so they can focus conversations on real, actionable issues. With the right tools, coaching feels less like guesswork and more like problem-solving.
Next step: Use TeamSync to get a better understanding of the dynamics at play on your team and where tension might arise.
Coaching shouldn’t feel like a one-way lecture. Encouraging employees to share feedback with their managers makes the process feel more balanced and less scary. It shows that coaching is about growth for everyone, not just the employee. When managers model openness, they also make it safer for employees to do the same.
Next step: In your next 1:1, ask, “What’s one thing I could do to support you better?”
Recognition is a powerful form of coaching that’s often overlooked. When managers acknowledge progress, no matter how small, it reinforces good habits and builds momentum. Coaching doesn’t always need to be corrective. Sometimes it’s just about saying, “I noticed what you did there, and it made a difference.” That kind of encouragement can fuel long-term growth.
Next step: Send a quick thank-you message to one team member today.
Employees want to know how their current work helps them get to where they want to be. Coaching is easier when managers frame conversations around the bigger picture of career development. Tools like the McQuaig Maven, our AI assistant, give leaders practical advice on how to help employees build toward those future goals. By turning data into actionable advice, managers can create learning plans with ease that are practical and aligned both to the employee's strengths as well as to the overarching career and company goals. When employees see that coaching ties directly to their personal ambitions, buy-in comes naturally.
Next step: Ask an employee about a career goal, then share one small step they could take this month that would move them towards that future.
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Coaching can feel overwhelming if managers think it requires a specialized playbook or certification to do well. In reality, it’s just about asking good questions, listening, and supporting the next step forward. Simplifying coaching takes away the fear and helps managers see it as part of regular conversations. It doesn’t need to be perfect. It just needs to be consistent.
Next step: Before your next check-in, jot down one simple question you want to ask. That’s enough to start.
Like any skill, coaching improves with repetition. The first few attempts might feel clunky, but that’s normal. The more managers practice, the more comfortable they’ll become, and the easier coaching will feel. HR teams can encourage that growth by providing resources like McQuaig's development tools to offer structure, guidance, and practical advice to managers looking to become great coaches. Remember, coaching is not about perfection. It’s about progress.
Next step: Pick one coaching skill to practice for the next month. Track your progress, then reflect on what felt easier by the end.
Coaching doesn’t need to feel like another item on an endless to-do list. When managers see it as part of how they connect with their people, it becomes less of a burden and more of a habit. HR teams can help by offering tools, training, and encouragement that take the guesswork out of the process.
At McQuaig, we know better coaching leads to stronger teams. Whether it’s through our Self Development Survey, TeamSync, or McQuaig Maven, our goal is to make it easier for managers, even the ones who “hate” coaching, to support their people in ways that stick.
Because when coaching becomes natural, everybody wins.