Leadership Coaching Case Study: From Technical Expert to Inspirational Guide
Today we are diving straight into a real client case of mine. To make my coaching work more transparent and tangible for you. And for you to realize: we are all sitting in similar boats.
The Client Challenge
From: A technically competent manager racing ahead of his confused team
To: A confident and authentic leader who brings his entire team on the journey to achieving their goals
Emil*, an emerging IT Team Leader, came for coaching at a critical point in his career. Technically proficient but struggling with the human side of leadership, he faced the classic challenge many new leaders encounter: how to transition from being the expert who provides answers to becoming the leader who inspires and guides others.
When we began our work together, he described his situation: "I'm on a mountain hike with my team. The facts are clear, but after about 30 minutes, I find myself alone at the front.”
During the intake phase of my coaching, where we put all the cards on the table, we quickly found out the reason for this. Emil does not sufficiently explain 'why’ things need to be done and the importance of the process. His challenge: leading technically while sometimes leaving his team behind emotionally and conceptually.
The Coaching Process
Step 1: Setting Clear Objectives
Together, we established three primary goals:
Take his team on a growth journey with genuine buy-in
Maintain composure during high-pressure situations
Embody leadership qualities: calm, collected, transparent, and decisive
Step 2: Defining Success Metrics
For each goal, we created specific success indicators:
Team Engagement: Positive team acceptance and an open feedback culture, particularly for difficult conversations
Stress Management: Personal confidence in preparation and effective use of breathing techniques (adapted from his sports background)
Leadership Presence: Positive feedback from peers, supervisors, and comprehensive 360° assessments
After having established objectives and metrics, we explored Emil's values, skills, and strengths over 12 sessions spanning nearly 7 months. We began by understanding his vision of leadership (integrity, professionalism, transparency, and authenticity) and the work environment he wanted to create.
Step 3: Implementing Targeted Exercises
After our initial session, I then assigned structured homework and employed various techniques designed to build specific skills:
Self-awareness exercises: Through daily reflection practices, Emil learned to recognize his dominant inner voices (the Hyper Achiever, the Restless, and the Stickler) and how these influenced his leadership approach. We practiced "centering and grounding" techniques that helped him connect with himself before important meetings.
Values clarification: Together we identified Emil's core values—integrity, honesty, fairness, respect, and passion—and explored how these could guide his leadership decisions, particularly in difficult situations when team members' behaviors conflicted with these values.
Communication techniques: Emil practiced the "Observation, Impact, Request" feedback framework in increasingly challenging scenarios. In one notable application, he successfully navigated what he called a "team war" by facilitating constructive dialogue rather than avoiding the conflict.
Team-building approaches: From Lego bricks exercises to mountain-climbing metaphors, Emil developed creative ways to build team cohesion. His vision evolved from being "alone at the front" to being a "guide who clarifies everything in advance so everyone knows what to do, and provides crucial support during the difficult final meters to the summit."
Stress management: Drawing from his athletic background, Emil developed techniques to maintain composure during high-pressure situations. Before a presentation to 300 people, he applied the same mental preparation techniques he had used as an athlete, resulting in excellent feedback afterward.
Delegation and boundary-setting: We worked on what Emil called his "sandwich position" between upper management and his team. He learned to define clear responsibilities and maintain professional boundaries while still being supportive—a balance he initially struggled with when dealing with underperforming team members.
Results
By the end of the program, Emil had made significant progress on all his coaching goals. His self-assessment scores improved dramatically—from 5 to 8 on team engagement, 3 to 7 on stress management, and 5 to 8 on serving as a calm, transparent, and decisive role model.
Emil reported feeling more confident in his leadership role, noting that he could now "maintain his composure and professionalism" even in emotionally charged situations. In his words, he had learned to "separate what I can control, what I can influence, and what I cannot control," allowing him to focus his energy more effectively.
"Emil consistently proves he is more than capable in his leadership position. His excellent scores & rating, and consistent performance reflect his growth in confidence. He takes responsibility for his actions, faces demanding challenges, and follows through while maintaining the authentic character that makes him so respected by his team.” - His supervisor
After completing the coaching program, Emil's team not only met but exceeded their targets. His development of a "last mile support" leadership approach—where he prepares thoroughly and provides critical guidance at the most challenging moments—has become his signature strength as a leader.
*Please note: Names have been changed for purposes of confidentiality.
Are you ready to be the authentic leader you want to be? At work, at home, in your community?
Do you have questions how to make that happen?
I’m looking forward to meeting you - wherever you are!