THE POWER OF THE LEADER COACH: HOW TEACHING AND INSPIRING CAN REVOLUTIONIZE YOUR TEAM

Although behavioral developers, psychologists, and consultants have long recognized the value of personalized guidance in skill development and promoting independence and competence, this practice is still rare in the corporate environment. In many cases, I have observed that leaders tend to follow conventional management methods, such as formal evaluations and career plans, limiting themselves to providing sporadic feedback. True transformation, however, occurs when leaders go beyond these traditional practices and incorporate direct and continuous teaching into their routine.
The truly remarkable leaders I have had the chance to work with, or who have been my clients, whom I met in training, or those I have studied, stand out for their practical and engaging approach. They do not settle for merely supervising but actively engage in their employees’ development, offering teachings on technical skills, business strategies, and even life lessons. This nearly always spontaneous, informal, and contextualized method of teaching results in superior and lasting performance from their teams. The good news is that one does not need to be an expert or have special training to apply this approach; the secret lies in adopting the teaching practices demonstrated by these exemplary leaders, adjusting what, when, and how to teach to ensure a memorable impact.
It is precisely on this topic—the fundamental role of the “leader coach”—that we will discuss in this article. We will explore how leaders who act as coaches not only lead their teams to success but also transform organizational dynamics and performance. Through practical examples and effective strategies, I will show how a leader coach can make a significant and positive difference within their team, fostering a continuous learning and growth environment.

EXPERIENCES THAT GO BEYOND SIMPLE LEADERSHIP

Truly exceptional leaders impart a range of knowledge, and the lessons that stand out and stay with team members can be grouped into three main areas:

1. Professional Conduct and Ethics
Attitude and ethics in the workplace are fundamental pillars for effective leadership. Leaders who exemplify ethical behavior provide valuable guidance on maintaining integrity and respect in all professional interactions. They teach how to prepare adequately for challenges, communicate visions clearly, and uphold high ethical standards. These teachings shape the character of team members and ensure they remain committed to excellence throughout their careers.
A crucial aspect of leadership is the dedication to the continuous development of employees’ skills. Early in my career, I had the opportunity to work with a leader named Lutero, who was deeply involved in the learning process. He did not just give general instructions; he dedicated himself to showing every step of his own work process, from drafting detailed proposals to performing complex calculations and conducting strategic meetings. This personalized and detailed approach not only enriched my technical ability but also prepared me to face future challenges with confidence. His teachings were fundamental in my professional development and remain unforgettable.
“Your commitment,” my father, another great leader I had the chance to have as my guru and friend, used to say, “is to apply what you learned from the beginning of your journey. If any colleague or superior suggests something that goes against your principles or what you consider to violate your morals, never accept it. The moment we start compromising our values, we are deviating from the path that has brought us here.”
Exceptional leaders also teach the importance of maintaining a clear strategic vision and the relevance of long-term planning. They demonstrate how to align daily actions with long-term goals and how to make decisions that uphold the organization’s integrity and values. These leaders show that success is not only measured by immediate victories but by the ability to maintain vision and ethical principles in all situations.

2. Knowledge of the Art
Exceptional leaders are often recognized for their ability to share knowledge, and when they do not have technical expertise but seek to improve and achieve it, it is fundamental for their teams’ development. Instead of delegating responsibilities superficially, they seek to listen to their team so that everyone feels a sense of belonging. These leaders dive into the complexities of the work, offering guidance with precision and dedication.
For example, notable leaders have the ability to deeply impress their collaborators with the richness and depth of their skills. I recall a client named Anderson, known not only for his knowledge but also for his ability to offer a detailed view of operations and strategies, impressing his team with the complexity and richness of the shared information. In an evaluation, team members mentioned something like: “We face daily challenges, and whenever something does not go as expected, he dedicates himself to calling the involved people and personally helping us correct problems and refine our methods.”
Another example comes from a leader I met during an internal leadership training in a Telecom company. She devoted long hours to teaching her team to achieve excellence, from the simplest details to the most complex technical aspects. Common evaluations of her team included: “The depth of knowledge she shares is so extensive that it leaves everyone impressed with the richness of the information transmitted.”
Similarly, a leader in the IT sector was celebrated for his commitment to constantly sharing his vast experience in bringing ideas to life, motivating the team to creativity, which elevated the competence level of his team.
Finally, another inspiring example comes from the retail sector, where this leader stood out by enhancing her employees’ skills, showing them how to face challenges and improve communication and behavior with a constant level of detail. Her efforts directly impacted the organizational climate, creating an environment of collaboration, diversity, and innovation.
These leaders, although not limited to teaching technical skills, cultivate a culture where knowledge, collaboration, diversity, and innovation flourish, demonstrating that the impact of technical knowledge transcends daily tasks, shaping not only the present but the future of their organizations.

3. Life Lessons
Throughout my 27 years of experience, it has become evident that great leaders do not limit themselves to specific technical teaching; their true skill lies in providing teachings that transcend the workplace, deeply impacting the behavior and personal lives of their teams. These lessons are so powerful that they stay with employees for years, influencing their attitudes and approaches both inside and outside the organizational space.
A notable example is Lucas, a leader who was my client. He always valued the importance of having a purpose in life and considered defining and reviewing personal and professional goals as an essential part of his journey. During our sessions, we developed a personalized method to keep his goals clear and achievable. Lucas, in turn, made a point of sharing these learnings with his team. He emphasized that the practice of regularly reviewing and adjusting goals not only increased productivity but also ensured continuous alignment with each individual’s personal and professional aspirations. His advice resonated deeply, and many colleagues confessed to me in interviews that they adopted this practice in their own lives.
Similarly, Eloisa, a leader in a food company and also my client, dedicated time to discuss leadership principles and personal development with her team. She recounted a memorable conversation with the team she had just taken over at a new branch, in which she explored the difference between empathy and compassion. Using analogies and real-life examples, Eloisa illustrated how these qualities could be applied both in work and personal relationships. This discussion helped team members balance understanding others’ emotions with the need to maintain objectivity and effectiveness in challenging situations.
These experiences show that great leaders not only instruct in technical skills but also provide guidance on how to face life’s challenges with wisdom and balance. These life lessons have a lasting impact, helping employees become not only better professionals but also more aware and balanced individuals.

THE RIGHT TIME

“Regularly, exceptional leaders not only guide their employees in technical and tactical skills but also impart business principles and valuable life lessons.”

The effectiveness of a leader in conveying knowledge goes beyond the content; the timing of when lessons are shared can make all the difference. Truly impactful leaders understand that teaching should occur timely and often in informal contexts, seizing naturally occurring opportunities.
A notable example is Roberto, an exemplary leader I worked with, known for his unique approach to teaching at the right time. He frequently invited team members for a coffee or a walk, creating a relaxed environment where discussions about challenges and strategies flowed naturally. These informal meetings allowed Roberto to offer valuable advice and insights in a more relaxed context, which facilitated the absorption of information and the building of deeper relationships.
Another leader, Mariana, who worked in a cosmetics company, utilized the flexibility of open work areas to promote spontaneous interactions. She not only kept her door always open but also organized regular workshops and chat sessions on various topics that went beyond technical issues. These meetings covered behavioral topics, communication, and strategies, fostering a continuous and reflective learning environment.
Leaders like Roberto and Mariana understand that teaching can manifest in various forms. They frequently create opportunities for their employees to participate in strategic discussions and reflections outside the formal work environment. This included organizing informal study groups, providing space for debates on behavior and strategies, and facilitating the exchange of ideas on personal and professional development.
These methods demonstrate that the “right timing” for teaching is not limited to formal situations but can be integrated into daily interactions and informal contexts. By creating moments of learning that are spontaneous and contextual, these leaders help their teams grow more effectively and adaptively, promoting a culture of continuous development and a deeper connection between leaders and employees.
Through my experience, it has become clear that truly exceptional leaders do not wait for formal occasions to share their lessons. Instead, they create learning moments from everyday situations, leveraging informal occasions to convey wisdom and valuable insights. They understand that lasting impact comes from authenticity and the ability to genuinely connect with their employees.
A classic example is a leader passionate about fishing who frequently invited team members to join him on a fishing day. These tranquil moments by the water not only provided a relaxed environment but also created a natural opportunity for deep conversations and spontaneous learning. Similarly, a renowned editor I had the chance to work with often organized dinners with his subordinates, using these gatherings to offer valuable advice on how to tackle specific challenges effectively. These dinners were described as “unforgettable seminars” by those who had the privilege of attending.
In another context, a high-level executive I met while providing services at a company used daily carpool rides to share his reflections on business and personal life. These rides became privileged moments to discuss everything from business philosophy to more personal and spiritual issues, highlighting the importance of being accessible and open to dialogue in any circumstance.
These examples illustrate how true leadership goes beyond formal meetings and conventional training sessions. Authentic and spontaneous leaders use every possible moment to connect with their teams, share knowledge, and inspire growth, creating learning opportunities that are both meaningful and memorable.

AUTHENTICITY AND SPONTANEITY

Truly impactful leaders understand that the best teaching opportunities often arise outside the traditional work environment. They create experiences that allow employees to learn and grow in unconventional ways, fostering a deeper connection and broader understanding.
I met a prominent oenologist in São Paulo who ran a wine school. He was not content with imparting knowledge only through formal classes. Instead, he organized sensory and immersive expeditions that challenged his students to explore new dimensions of wine and the surrounding culture. One of the most notable experiences he shared with me was an immersion in a French wine region, where participants not only learned about winemaking techniques but also delved into the rich historical and cultural heritage of the region. They participated in harvests, interacted with local winemakers, and explored centuries-old traditions that enriched their understanding of wine in profound and lasting ways.
These moments of informal learning not only broadened the students’ horizons but also strengthened their bond with and passion for viticulture. Similarly, exceptional leaders know that creating opportunities to learn outside conventional boundaries can be highly effective. Whether during a casual stroll, an unexpected social event, or an enriching cultural experience, these occasions provide a relaxed and open environment for sharing wisdom and building a more authentic connection with the team.
These experiences, which go beyond technical teaching, help cultivate a sense of purpose and inspire a genuine commitment to the team’s goals and values.

VALUING THE HUMAN ASPECT

Exceptional leaders I have observed understand that true effectiveness in teaching goes beyond merely transmitting technical knowledge. Rather than imposing rigid rules or overwhelming their teams with excessive information, they adopt more subtle and humanistic approaches to engage and inspire their employees.
These leaders recognize that the effectiveness of teaching is deeply connected to how they connect with people on a more personal level. They cultivate a learning environment that respects individuality and values each team member’s perspective. Instead of placing themselves on a pedestal, they engage empathetically, fostering open and respectful dialogue.
For example, rather than offering impersonal instructions, they use personal stories and analogies that resonate with their employees’ experiences. This approach not only facilitates understanding but also creates a space where the team feels valued and understood. Instead of merely transmitting knowledge, they aim to build strong and lasting relationships where learning occurs naturally and collaboratively.
Moreover, these leaders strive to recognize and support the individual growth of each team member by offering constructive feedback and encouragement in a personalized manner. This form of leadership is not based solely on teaching skills but on developing a deeper understanding of employees’ needs and aspirations, promoting a more cohesive and motivating work environment.
Whenever and wherever they taught, the leaders I had the opportunity to work with, who were my clients, whom I met in training, or those I studied, were smart enough to avoid intellectual arrogance and the presumption of knowing everything or overwhelming their employees with excessive information. They employed subtler techniques, such as:

1. The Art of Tailored Education
Exceptional leaders understand that teaching effectiveness goes beyond merely transmitting technical knowledge. They know that personalizing education to meet the needs and profile of each team member is crucial for truly effective development. Instead of applying a uniform approach, these leaders adjust their teaching strategies to shape personal and professional growth in an individualized manner.
For example, when a leader identifies promising potential in their team, they might choose to organize an informal meeting outside the work environment, such as a lunch or coffee. During this relaxed moment, they offer specific and targeted advice aligned with the employee’s needs and goals. This approach creates a space for a more open and genuine dialogue, facilitating the internalization of feedback and continuous development.
Additionally, if a leader notices that a team member tends to express themselves informally in business contexts, they might choose to have a private conversation to discuss the importance of a more formal tone in important meetings. This personalized feedback allows the employee to adjust their behavior without causing public embarrassment or demotivating the team.
Leaders can also organize workshops tailored to the specific needs of each team, addressing not only technical issues but also behavioral and communication topics. By adapting the content and format of these workshops, they ensure that everyone feels engaged and receives the necessary support for their development.
For even more effective development, exceptional leaders implement personalized development plans for each team member. These plans are created based on individual goals and challenges, providing targeted support and helping each employee reach their maximum potential. Complementarily, individualized mentoring or coaching programs provide closer and personalized follow-up, addressing the specific needs and aspirations of each team member and promoting continuous and meaningful growth.
The idea here proposed aims to demonstrate that personalization in teaching goes beyond simple technique adjustment. It involves a genuine commitment to individual growth and the ability to adapt the approach to maximize impact. Leaders who master this art create a more cohesive, motivating, and efficient work environment where each team member feels truly valued and understood.

2. The Art of Asking Questions
Exceptional leaders understand that true learning often comes from the ability to ask well-crafted questions. Instead of merely providing answers or ready-made solutions, these leaders use strategic questions to stimulate deep reflection and promote the personal and professional development of their team members.
A practical example is when a leader, when facing challenges, prefers to ask questions that encourage the team to think critically. Questions like “How would you approach this challenge if you were in my position?” or “What alternatives would you consider to improve this strategy?” help employees develop their own solutions and strengthen their problem-solving skills. This approach not only promotes autonomous learning but also encourages greater participation and engagement from the team.
During feedback sessions, exceptional leaders avoid merely listing positives and negatives. Instead, they use reflective questions such as “What do you think worked well in this project?” and “Which aspects could be improved?”. These questions help the team reflect on their experiences, identify areas for improvement, and adopt a constructive and collaborative approach to ongoing development.
Moreover, creating an environment where questions are encouraged and valued is crucial. Leaders who promote an open space for inquiries, asking “What are your ideas for moving forward with this project?” or “How do you envision the impact of these changes on the future of the team?”, stimulate creative thinking and innovation. This type of environment not only values the active contribution of all team members but also demonstrates a commitment to continuous development and collective engagement.
To complement this, exceptional leaders can also implement regular questioning and discussion sessions, where team members are encouraged to explore new ideas and reflect on their challenges and successes. These sessions foster a constantly adaptable learning environment where the ability to question and reflect is considered an essential part of professional growth.
What I aim to illustrate here is how the technique of asking questions can transform the dynamics of learning and development within a team. Leaders who master this approach create a more participatory and reflective environment, where each member is encouraged to explore their own ideas and grow continuously.

3. The Art of Teaching Through Action
Among the most effective strategies adopted by exceptional leaders, one stands out for its simplicity and profound impact: leading by example. Instead of merely talking about the values and behaviors they wish to see in their teams, these leaders exemplify them in their daily actions.
Imagine a leader who faces a challenge with a strategic and calm approach, demonstrating how to handle the situation effectively. Their subordinates observe this conduct and learn to apply the same approach to their own challenges. By modeling resilience and strategic behaviors, this leader conveys the lesson not through words, but through daily practice.
Another example is a leader whose exemplary work ethic and unwavering commitment to quality inspire their team to adopt high standards. By engaging in the details of the work, actively participating in projects, and showing a willingness to learn and adapt, this leader naturally encourages their employees to do the same. This creates an organizational culture where learning and continuous improvement are core values.
Additionally, consider a leader who, when promoting a new initiative, not only provides guidance but also directly involves themselves in the process. They help overcome obstacles and celebrate achievements with their team, demonstrating the value of commitment and dedication. This practical and engaging form of leadership motivates team members to follow their example and adopt similar behaviors.
To complement this, sharing success stories and challenges faced can be a powerful way to inspire and educate. Describing how one overcame difficulties and achieved goals provides practical and motivating insights for employees. Furthermore, publicly acknowledging exemplary behaviors and attitudes reinforces the importance of leading by example and creates an environment where excellence is valued.
I hope you can see how leading by example is a powerful tool for teaching and inspiring. When leaders practice what they preach and demonstrate, through their actions, how to face challenges and achieve goals, they set a standard to be followed, facilitating the continuous development and growth of their teams.

Finally,

Transformative leadership is more than just imparting technical knowledge and guidance; it is a continuous commitment to self-awareness, adaptability, and both personal and collective development. Exceptional leaders understand that true teaching goes beyond traditional methodologies and requires an ongoing process of redefinition, openness to new perspectives, and a commitment to continuous improvement. They do not limit themselves to a distant authoritative role; instead, they deeply engage with their teams, seeking not only to guide but also to learn and grow from each interaction.
Excellence in leadership demands more than just the absence of ego; it requires a genuine detachment from arrogance and a sincere engagement with self-improvement. These leaders do not live in bubbles of personal or social comfort; they embrace a diversity of thoughts and experiences, adapting their approaches to align with the company culture and the emerging needs of their teams.
Every conversation, every challenge faced, every moment of personalized teaching is an opportunity to not only shape the performance and growth of team members but also to reaffirm the leader’s role as an eternal learner. In a world where dynamics and needs are constant, the ability to listen more than speak and adjust strategies according to the context is what truly differentiates a remarkable leader.
If you are truly committed to constant evolution, it is not just about seeking support from experts like mentors and coaches, but about actively engaging in cognitive-behavioral self-development and self-improvement through training, books, or even enriching conversations with those you admire. For example, participating in behavioral therapies to discover and address your own biases and limiting beliefs is part of this ongoing process.
True leadership is a reflection of your willingness to evolve, the courage to face your own limitations, and the determination to inspire and uplift others. It is an endless process, a journey of continuous discovery and refinement, where teaching and learning intertwine in a dance of growth and innovation.
And this is how a true “leader coach” is defined—one who inspires and teaches in a way that revolutionizes not only the performance of the team but the very essence of leadership itself. So, if you want to achieve this level of excellence, remember: teaching and inspiring are much more than functions; they are ongoing commitments to the enhancement and development of everyone around you.
Now, if you are not committed to continuous learning and adaptation, then perhaps you are merely occupying a leadership position without truly exercising transformative leadership. Therefore, it is worth repeating so you do not forget: True leadership is a reflection of your willingness to evolve, the courage to face your own limitations, and the determination to inspire and uplift others. It is an endless process, a journey of continuous discovery and refinement, where teaching and learning are intertwined in a dance of growth and innovation.

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Hello, I’m Marcello de Souza! My journey began in 1997 as a leader and manager at a large IT and Telecom company. Since then, I have led significant network structuring and optimization projects in Brazil. Driven by a curiosity and passion for behavioral and social psychology, I delved into the fascinating world of the human mind in 2008.
Today, I am a professional dedicated to uncovering the secrets of human behavior and driving positive change in individuals and organizations. With a Ph.D. in Social Psychology and over 27 years of experience in Cognitive Behavioral and Organizational Human Development, my career spans various areas:
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