Coaching is a leadership approach that gives people guidance and support as they develop skills and work toward their goals. For a lead developer, it is one of several styles to use according to the situation—not a rule for every decision. A coaching approach emphasizes growth, while a commanding approach may be more useful in an emergency. section 3.2.1 section 3.5
Make coaching fit the person rather than assuming everyone learns the same way:
- Ask what has helped them learn before, what they prefer, and where they see their strengths and weaknesses. section 9.1.3
- Observe how they engage with information and adjust your support. One person may want hands-on coaching; another may prefer resources and room to solve a problem independently. section 9.1.3
- Give guidance when needed, then gradually delegate responsibility so they can make their own decisions and build confidence. section 9.1.3
Two developers, different support
Suppose one developer asks to work through a task with you, while another wants a learning resource and time to try it alone. Start with those preferences, watch how each learns, and change your approach if needed. The aim is not to keep either developer dependent on your help. section 9.1.3
Coaching also has a place when performance falls short. Set measurable expectations, discuss progress regularly, and provide support during a formal Performance Improvement Plan (PIP). Document that support and the employee’s progress; consult HR throughout the process. Coaching is an opportunity to improve, not a substitute for clear standards or the required performance process. section 12.3.3
