Itai Liptz On How Leadership Is Looking More Like Coaching Now

The old model of leadership, where managers issued directives and expected compliance, is steadily being replaced. Across industries, effective leaders are spending less time giving orders and more time guiding, listening, and supporting.

This evolution shows up in practice and in people. Leaders like Itai Liptz, who came from education and now works in leadership development, embody the shift. 

His background in teacher training and facilitation directly informs how he helps organizations build stronger, more human-centered systems. And he’s not alone: Many leaders today are drawing from education to shape the way people work and grow.

It’s a change with measurable impact. McKinsey reports that companies where managers adopt a coaching mindset are nearly four times more likely to make fast, high-quality decisions and outperform their competitors.

“My research shows that team members are asking for this kind of leadership,” says Liptz. “It’s consistent, meaningful feedback that drives employee engagement.” Workers who meet with their manager weekly (especially younger ones) are far more likely to stay focused and motivated .

Leaders are responding. Many are rethinking their roles such that they’re not overseers but are partners in progress. So let’s check out how important is coaching in good leadership. 

What Coaching-Led Leadership Looks Like In Practice?

Coaching-oriented leaders stay involved. They’re present in meetings, in check-ins, in one-on-one conversations. But their role isn’t to direct every step—it’s to help others think clearly and move forward with purpose.

“This means asking thoughtful questions, offering feedback when it counts, and adapting to each person’s working style,” says Itai Liptz. “They don’t wait for annual reviews. Guidance happens regularly and informally and is built into the rhythm of the work.”

Leadership experts Herminia Ibarra and Anne Scoular agree, explaining that, “the coaching we’re talking about—the kind that creates a true learning organization—is ongoing and executed by those inside the organization.” They argue it’s not a side job. “It’s work that all managers should engage in with all their people all the time.”

Over time, this approach helps teams grow more independent. Problems surface sooner. Solutions come from within. And the culture becomes more open, less about command, more about shared ownership.

How Important Is Coaching In Good Leadership? 

Coaching has offered multiple advantages, leading to leaders who engage with it. With a little coaching, you can develop major life skills, such as leadership, which will ultimately enhance your self-confidence. So let’s check out a few of these advantages of coaching. 

1. Leadership Development

As mentioned earlier, with the help of a little coaching, such as leadership skills enhances through practice for those who want to develop this skill. 

With consistent coaching and practice, you can develop your strengths, overcome obstacles, and work on areas for improvement, ultimately unleashing your full potential as a leader. 

2. Confidence Building 

Towards the road to leadership, it can even give rise to uncertainties and doubts. With the help of coaching, you are given a safe space to explore and encounter the fears, concerns and inhibitions that you have along with your aspirations and desires. 

Trying to develop a positive and optimistic attitude and also adopting a behavior that aligns with your goal is something you need training and coaching to develop. 

Along with gaining self-confidence, and an assertive behavior is something that enhances with proper coaching. 

3. Achievement Of Professional Goals 

On the road to leadership, the final milestone is to achieve a measurable professional goal while under a coaching contract. 

With leadership, there are certain clear objectives and goals with a concrete action plan to accomplish the objectives. 

The coach, who is in charge is responsible of guiding you to motivate and to hold you accountable in your progress, that increases your chances of succeeding. 

What’s Driving The Change?

Several factors contribute to this shift in leadership behavior. For one, teams today are more distributed and cross-functional. Traditional top-down models slow things down.

Another driver: expectations are shifting. Gallup reports that Millennials and Gen Z workers who meet weekly with their managers are significantly more engaged, yet fewer than one in four say those meetings happen regularly.

And leadership development is evolving. A 2023 study from Harvard Business Publishing found that 76% of executives believe empathy and social awareness are now essential qualities in effective managers.

Performance management systems are catching up. Many companies are phasing out rigid review cycles and favoring ongoing feedback, reflection, and clarity of goals . It’s a gradual change, but it’s real.

The People Behind The Trend

Interestingly, many leaders driving this evolution didn’t begin in business. They come from classrooms, training centers, and nonprofit workspaces where growth and trust are built through conversation, not control.

Dean Jones of Gallup captures this crossover well: “You kind of start out teaching and end up coaching… the great teaching kind of precedes the great coaching.”

These professionals bring experience with feedback loops, individualized support, and systems thinking. Inside companies, they help teams work together more thoughtfully.

How Businesses Are Making Room For This Style?

Some businesses are training managers to become better coaches. Others are redesigning team structures to include mentorship, peer feedback, and reflective check-ins.

“The tools are changing too,” says Liptz. “Digital platforms now support pulse surveys, shared goal tracking, and conversation prompts.” But, he adds, the most effective change still comes from daily habits, not apps.

In many teams, the formal review has been replaced by frequent conversations that are short, specific, and action-oriented. Managers check in on progress, unblock obstacles, and ask what support is needed.

Organizations are also recognizing that not every coaching moment has to come from a direct supervisor. Internal coaches and mentors are playing a growing role, creating a more connected leadership culture overall.

Coaching Is Leadership Now

Being a leader today requires creating the conditions for others to make smart, confident decisions themselves. That’s what coaching does, and why it’s becoming part of how important is coaching in good leadership. 

The best managers no longer see development conversations as optional. They check in often, help clarify goals, and give feedback that people can use right away. 

They stay present, but they also know when to step back—giving their teams space to grow through experience, not just instruction.

Organizations that embrace this model are seeing real benefits. Productivity improves. Retention stabilizes. 

People feel trusted and supported, which shows up in how they work and collaborate. It’s not just that coaching works; it’s that teams led this way become more capable on their own.