Kenneth Kwan
High Performance Strategist
- Author of “Small Steps To Big Changes” Book
- Certified Behavioral & Emotional Intelligence Consultant
- Past President of Asia Professional Speakers Singapore (APSS)
- Certified Speaking Professional (CSP™)
Coaching Skills for Leaders
Leaders as Coach
Build Coaching Capability. Drive Performance. Develop Future Leaders.
A structured leadership development programme designed to strengthen coaching skills, build a coaching mindset, and equip leaders to drive performance through accountability without micromanaging.
Program Snapshot
schedule
Duration
2-day workshop
groups
Group Size
Up to 20 participants
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Delivery
In-person or virtual
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Best For
Senior leaders, people managers, team leads, and high-potential leaders
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Methodology
Practical workshop, workplace scenarios, peer practice, and optional follow-up application support
Trusted By Leading Organisations
Why It Matters
Why Leaders as Coach Matters
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28%
Team performance improvement
Managers who adopt effective coaching techniques improve team performance by 20–28%.
Gallup Research
payments
3.8×
Return on investment
Coaching capability embedded into leadership development delivered a reported 3.8× ROI.
Intel Leadership Initiative
favorite
72%
Higher engagement in coaching cultures
Organisations with a strong coaching culture report significantly higher employee engagement and retention.
International Coach Federation
Typical Scenarios This Programme Supports
When Your Leaders Need Coaching Capability
This programme is suitable when leadership conversations need to shift from directing and problem-solving to building capability and ownership in others.
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Managers Default to Directing
Leaders are experienced operators but rely on telling, fixing, and providing answers rather than developing team members to think, own, and solve independently.
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Retention and Engagement Are Slipping
Valued team members are leaving or disengaging because they feel micromanaged, under-developed, or unable to grow in their current roles.
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Building a Coaching Culture
The organisation wants leadership conversations, performance reviews, and development discussions to follow a coaching approach rather than a top-down directive style.
Each engagement is customised to organisational context, team maturity, and business priorities.
From Directing To Developing
Key Coaching Skills Leaders Develop
The most effective leaders do not rely on top-down leadership alone. Traditional leadership centres on giving instructions, centralising decisions, and driving accountability through control. Coaching leadership shifts this entirely - facilitating structured conversations, empowering team members to own solutions, and building capability rather than dependency.
Many leaders believe coaching slows performance. In reality, coaching leaders accelerate performance by building independent, capable future leaders who think, own, and act - creating a collaborative environment where problem-solving capability and ownership drive results.
This programme strengthens practical coaching techniques and core leadership behaviours that transform how leaders develop their teams. These are our core coaching capability areas — each one is contextualised to your organisation's leadership context, challenges, and industry.
Core Coaching Capabilities
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Foundational Coaching Skill
Active Listening
Listen beyond words to understand motivations, concerns, and performance barriers
What This Workshop Builds:
- check Identify underlying concerns that everyday conversations may miss
- check Create space for team members to reflect on their challenges and options
- check Build trust through genuine attention and presence
- check Recognise emotional cues that impact performance and engagement
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Practise: Paired listening exercises using realistic workplace scenarios
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Performance & Development Skill
Constructive Feedback and Feedforward
Balance accountability with encouragement while keeping the conversation constructive and respectful
What This Workshop Builds:
- check Deliver feedback that builds capability rather than creates dependency
- check Frame difficult conversations around learning and improvement, not blame
- check Maintain respect and openness while holding standards
- check Develop consistent feedback habits across all team interactions
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Practise: Feedback scenarios drawn from real performance situations
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Core Coaching Discipline
Coaching Conversations
Structure development-focused dialogues that drive clarity and action
What This Workshop Builds:
- check Ask evocative questions that support reflection, insight, and ownership
- check Structure conversations that move from problem to solution
- check Navigate ambiguity without immediately reverting to giving answers
- check Build two-way dialogue that strengthens accountability
exercise
Practise: Coaching conversation scenarios with peer and facilitator feedback
psychology
Leadership Effectiveness Skill
Emotional Intelligence
Navigate performance, well-being, and team dynamics with self-awareness
What This Workshop Builds:
- check Recognise how their emotional state impacts team dynamics
- check Respond more thoughtfully in challenging or emotionally charged situations
- check Build stronger interpersonal relationships across teams
- check Create more open and trust-based conversations where team members are more willing to contribute
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Practise: Self-awareness exercises and realistic workplace conversation scenarios
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Accountability & Empowerment Skill
Encouraging Ownership and Accountability
Help team members move from waiting for answers to taking greater ownership
What This Workshop Builds:
- check Shift team members from waiting for direction to exploring possible next steps
- check Hold accountability without micromanaging
- check Build confidence in team members to think through decisions more independently
- check Create clarity on expectations while leaving room for ownership
exercise
Practise: Ownership and accountability conversations based on realistic leadership situations
self_improvement
Sustainable Leadership Habit
Coaching Mindset
Build coaching as a more consistent leadership practice, not an occasional intervention
What This Workshop Builds:
- check Practise coaching behaviours in everyday leadership interactions
- check Shift from providing answers to helping others think more clearly
- check Connect individual development conversations to team and organisational priorities
- check Support a coaching culture that encourages continuous improvement over time
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Practise: Create a personal coaching action plan for workplace application
The programme also introduces leaders to the DEEP Coaching Framework for structuring practical workplace coaching conversations.
Learning Outcomes
By the End of the Programme, Participants Will Be Able To:
1
Hold structured coaching conversations that build ownership and accountability in team members
2
Give constructive feedback and feedforward that develops capability without creating dependency
3
Ask powerful questions that shift thinking from problem-focused to solution-focused
4
Navigate emotional dynamics in performance conversations with self-awareness and empathy
5
Build a coaching mindset that replaces directive leadership with developmental leadership
6
Apply the DEEP Coaching Framework to structure practical workplace conversations
Audience Fit
How Coaching Leadership Differs by Level
People Managers
For People Managers and Team Leads
Develop practical coaching habits for 1:1s, performance conversations, and daily interactions. Learn to shift from solving problems for the team to developing team members who solve problems themselves - building ownership, confidence, and follow-through.
Senior Leaders
For Senior Leaders and Directors
Strengthen coaching capability at the strategic level - leading through questions rather than answers, developing the next layer of leadership, and creating a coaching culture that sustains performance across the organisation.
Application Journey
Extend the workshop with structured follow-through to help participants reinforce the learning, build momentum, and apply it more consistently over time.
01
Core Workshop
A focused workshop experience that introduces the key ideas, builds shared understanding, and gives participants practical tools they can begin applying in the workplace.
02
Application Journey
Add structured follow-through after the workshop to reinforce the learning, support practical application, and help the new behaviours take hold over time.
03
Broader Programme Integration
Use the workshop and follow-through as part of a wider capability-building effort across teams, functions, or leadership levels.
Each engagement is customised to organisational context, team maturity, and business priorities.
Who This Programme Serves
Coaching Capability Across Every Level
Leaders as Coach adapts for different leadership levels. Explore the dedicated pathway for your audience.
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Senior Leaders
Executive Coaching Leadership
Senior leaders build organisational coaching cultures, develop the next layer of leadership, and embed coaching into strategic conversations.
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People Managers
Coaching for Performance
Managers develop day-to-day coaching habits for 1:1s, feedback, performance reviews, and team development conversations.
Explore The Pathway arrow_forwardWho Delivers It
Your Facilitator
Ready to build coaching capability in your organisation?
Tell us about your team. We'll design a program customised to your leadership context.
About Deep Impact
19+ Years Developing Leaders Across Asia
Deep Impact is a Singapore-based leadership training consultancy founded in 2007. We've impacted over 43,000+ professionals across 285+ clients in 40+ countries - from C-suite executives to first-time managers.
Every program is customised to your organisation's challenges, culture, and goals. We don't do off-the-shelf - that's why the results stick.
FAQ
Questions About Leaders as Coach
Have a question we haven't answered? Get in touch - we're happy to help.
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Coaching Leadership Capability
Develop Leaders Who Coach For Long-Term Success
Effective leaders are not those with all the answers. They are leaders who build capability in others, hold better coaching conversations, and create environments where team members think, own, and act.
Typically responds within 1 business day