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Think about who influences your mental health the most. Your partner? Your family? Perhaps it’s no surprise that for a majority of employees, it’s their manager. Three-fifths of employees also say their job affects their mental health more than anything else.
As a National Board Certified health and wellness coach with a master’s degree in leadership development, I’ve seen firsthand how leadership, or a lack thereof, can shape workplace wellbeing.
Leaders who are unaware of their influence can unintentionally damage both employee mental health and organizational culture. Yet many managers hesitate to see leadership guidance from people within their organization, fearing that acknowledging growth areas might be perceived as a professional weakness.
This is why coaching can be so powerful. Leadership coaching offers a safe space to develop leadership skills—communication, delegation, and conflict resolution—while maintaining professionalism in the workplace.
What is leadership coaching?
Leadership coaching differs fundamentally from traditional training or mentorship. While training provides education without necessarily ensuring practical application, and mentorship relies on sharing industry expertise, coaching builds on people’s existing abilities to create actionable growth.
As credentialed professionals, coaches work alongside clients to strengthen skill sets, achieve goals, and apply learning to real-world scenarios. For example, a manager might come to me because they struggle to communicate with a particular employee.
My job is to reflect the situation to them, helping them understand their role in the relationship, and then work with them to develop some strategies that rely on their strengths. At the following session, we’d likely evaluate how the new strategies worked and go from there.
Where a mentor might say, “Here’s what worked for me,” a coach helps individuals chart their path forward. Such a personalized approach allows for more sustainable change.
Coaching and organizational success
Because employees spend eight or more hours a day at work, these experiences significantly impact overall wellbeing, which is why a majority cite their job as impacting mental health more than anything else. People who feel stagnant at work and unable to grow see their wellbeing and work suffer.
I’ve had many clients come to me and start off the conversation with, “I’m looking for a new job, or I want to leave.” Having worked with some of them for several years, I know that they are still at the same company. Although this isn’t only due to coaching, we’ve been able to have conversations where we identify growth opportunities.
People often realize that their dissatisfaction stems from specific, addressable issues. Perhaps they struggle to speak up at meetings or bring their work home, disrupting sleep patterns.
Getting to the root of these issues helps reframe the assumption that changing jobs is the only solution.
Coaches are able to help employees identify specific areas where they can make meaningful changes in their current role, leading to reduced turnover, increased productivity, and better engagement. A recent meta-analysis also found coaching to be an effective workplace intervention.
After introducing coaching, many organizations see employees become more engaged and communicative with their teams. One leader recently told me:
“Since we began offering coaching services, I’ve noticed a more engaged workforce willing to communicate with their teams. This openness has fostered more transparent discussions, leading to a deeper understanding of individual performance on any given day. As a result, team dynamics have improved.”
Coaching for managers
Coaching holds a mirror up for the client. It’s always okay and useful to get another perspective, whether someone has been in a role for 30 years or one week.
As a coach, I don’t solve people’s problems—I’m reflecting back how they might be showing up at work as a leader. That reflection can be hard for people close to us to provide. Our loved ones may not be objective about our behaviors or simply scared to be brutally honest when they think we’re in the wrong.
Objective insight helps leaders understand how their actions affect their teams and how others might perceive them.
Through coaching conversations, leaders gain clarity about their communication patterns, decision-making processes, and impact on team dynamics. This awareness becomes the foundation for meaningful change and growth.
I’ve worked with many managers who say coaching has helped them navigate challenging conversations more effectively, giving them the tools to build a culture of trust and psychological safety. One leader shared:
“Coaching has enriched our already inclusive and collaborative workplace culture. Through these conversations, managers have been equipped with the tools necessary to navigate challenging discussions effectively, ensuring that their direct reports feel supported and reassured that leadership is committed to their wellbeing.”
Supporting middle managers
Middle managers have such a difficult job. They’re receiving pressure and feedback from their supervisors while also trying to protect, manage, and support the people they’re supervising.
It can be an extremely isolating dynamic and tough on mental health. Managers often can’t go up or down for support and feedback, so going out—by using coaching—is their best option.
Coaching provides a confidential space to work through leadership challenges without risking career impact. This is especially useful when managers are dealing with:
- Communication difficulties with team members or superiors
- Team mental health support
- Developing emotional intelligence
- Conflict resolution
- Delegation
It’s difficult for a manager to tell a supervisor, “I’m struggling with communication or conflict resolution and need help.”
People tend to get jobs they’re really good at, which doesn’t necessarily mean they’re good at leading people. When someone masters a skill set, the natural progression involves them getting promoted to oversee people who also have that skill set.
They often are not given the tools, resources, or training to lead people, and there’s no shame in that. My job is to make sure that leaders have their toolbelt on and that we continue adding tools to the belt.
Employee coaching programs: Preparing future leaders
Future leaders exist right now within every organization. Coaching helps prepare them by developing both leadership and followership skills. Sometimes, being a leader means listening and understanding that you aren't the smartest person in the room about a particular topic, allowing other voices to be centered.
This self-awareness and ability to follow when appropriate is a necessary aspect of teamwork that isn't discussed enough.
As a coach, I identify what employees are doing well and serve as their biggest cheerleader. The world often tells us what we don't have, but I track progress over time, showing clients how far they've come when they feel frustrated.
A client may not see their growth, so I'll check my notes and point out they're in a much better position than a year ago. This support often becomes the catalyst for reaching goals, pursuing promotions, suggesting new projects, or asking for raises—moments of professional growth that demonstrate effective coaching's potential.
However, not all coaching programs deliver the same results.
Choosing the right employee coaching program
When selecting a coaching program, certification matters. The coaching field currently lacks universal regulation, making it essential to verify credentials like ICF or NBHWC certification, which Spring Health requires.
Another thing I appreciate about Spring Health’s program is that there’s always a coach in the network who is good at working with whatever particular issue or goal the person is seeking support for.
What else should workplace leaders consider when evaluating coaching solutions? The following questions are critical:
- What specific objectives should the coaching address?
- Can the program scale with organizational growth?
- How well does the program align with company values?
- Does it integrate mental health and leadership development?
- What confidentiality measures are in place?
- Are there clear pathways for referrals to other support services like therapy?
The most effective EAP programs provide comprehensive support, addressing both leadership development and mental health needs through coaching, therapy, and other resources.
This holistic approach recognizes that personal wellbeing and professional success are deeply interconnected. I think it’s past time that we recognize people’s full selves in the workplace. We’re all better for it.
Coaching for leadership development offers a foundation
One of the most powerful aspects of coaching is that it creates a positive feedback loop in organizations. When people feel their company invests in their growth, they bring their best selves to work, stay longer, and pour that investment back into their teams.
I've seen this at every career stage—with new hires and thirty-year veterans. Coaching meets people where they are with the right mix of support and challenge.
Benefits like coaching as part of comprehensive support signal that an organization values employee wellbeing and a healthy culture—something 92% of employees prioritize when choosing where to work.
Coaching gives organizations a strategic advantage in today’s competitive landscape, building stronger leaders, cohesive teams, and a foundation for lasting success.
Want to take leadership support even further? Watch our webinar replay to learn how to equip your people leaders to support employee mental health with confidence.
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