How Real Coaching Unlocks Potential

02/05/2026

Early in my career, I found myself in a defining moment I hadn’t planned for. I had just stepped into my first HR leadership role—tasked with designing and implementing an entirely new HR infrastructure after the merger of three companies that had tripled the size of our organization. There was one small detail: I had only one year of HR experience. I was working with a team of HR professionals and leaders, every one of them more experienced than I was. Giving me this responsibility didn’t look obvious or safe. But one person—our head of HR, Jenny Creamer—chose to look beyond my résumé, see my potential, and bet on it. That bet not only changed the trajectory of my career, but also highlighted how real coaching can unlock potential.

What Real Leadership Looks Like in Practice

Jenny gave me something that too few new leaders receive: room to lead, paired with steady, intentional guidance. She did not hand me a playbook or micromanage my every move. Instead, she coached me into becoming the leader the role required.

• She didn’t tell me what to do.

• She asked thoughtful questions.

• She shared her perspective without insisting it was the only way.

• She helped me think bigger when my vision was too narrow.

• She challenged me when I played small.

• She backed me when the stakes were high.

• She invested time in strengthening me as a leader.

That combination of trust and guidance didn’t just change me; it changed the team around me. As I grew more confident and grounded, the team grew more collaborative, resilient, and effective. We weren’t just executing HR processes; we were building a stronger foundation for a new organization and culture.

Why Coaching Is a Leadership Superpower

That experience taught me something I’ve seen proven again and again: high-impact leadership is built, not assumed. It’s the result of intentional development, not just a new title or expanded scope. Coaching is one of the most effective ways to accelerate leadership growth, increase resilience, and drive long-term organizational success.

When leaders adopt a coaching mindset, they:

• Shift from command-and-control to curiosity and partnership.

• Build trust by creating psychological safety for questions, risks, and honest reflection.

• Develop problem solvers instead of order takers.

In organizations where coaching is part of the culture, people are more engaged, more innovative, and more likely to grow into future leadership roles. Teams feel safe enough to take smart risks and supported enough to learn from the outcomes.

I’ve watched this dynamic play out countless times: when leaders offer true mentorship—consistent feedback, visible advocacy, and real belief in someone’s potential—people step into bigger versions of themselves. They own decisions, bring forward new ideas, and deliver stronger results. The ripple effect goes far beyond one person or one moment.

How to Lead with a Coaching Mindset

1. Hire for potential, not just polish.

Look beyond the perfectly aligned résumé. Ask: Does this person learn quickly? Are they

curious, adaptable, and self-aware? Skills can be developed; potential and mindset are harder to teach.

2. Coach instead of control.

Replace “Here’s what you need to do” with questions like “How would you approach this?” or “What options do you see?” This builds critical thinking and ownership instead of dependency.

3. Create safety and stretch at the same time.

People grow most at the edge of their comfort zone—but only when they feel supported. Be clear that it’s safe to experiment, learn, and course-correct, even when the stakes are high.

4. Invest time where it truly matters.

Coaching doesn’t have to be a formal program; it can be woven into everyday conversations, 1:1s, and project debriefs. Small, consistent moments of reflection and feedback compound into real development over time.

These practices help turn leadership from a position of authority into a continuous act of growing others—and in doing so, growing the organization.

The Relationship That Came Full Circle

Years later, Jenny and I are still connected, now discovering new ways to do transformation work together. What began as a leader taking a chance on an unproven HR professional has evolved into an ongoing partnership rooted in shared values and a belief in what’s possible when people are truly developed.

I am forever grateful for the way she chose to lead—with trust, coaching, and conviction in my potential. If you’re in a leadership role today, remember: you have that same power. The way you hire, coach, challenge, and back your people can change not only their careers, but the culture and future of your organization.