Move from being a boss to being a leader

In the bush, leadership isn’t just about title or tenure. It’s about trust, relationships, and the ability to bring out the best in people. Often it is not about having all the right answers but asking the right questions. The most effective leaders aren’t the decision makers, but those who empower others to think, grow, and lead. Coaching is a life skill that cuts across all aspects of life, be it parenting, in a workplace, in the sporting environment, education or a community setting.  A coaching mindset provides a leader with a competitive advantage.

Put simply, a leader who adopts a coaching mindset listens more than they lecture. They guide, rather than dictate. They believe in growing people, not just managing them. This mindset prioritises curiosity over control, questions over commands, and long-term development over short-term quick fixes. This shift in a leaders mindset can be transformative. Where resources are limited and people wear multiple hats, the best asset you have is your people. Coaching unlocks their potential.

In smaller towns, everyone knows everyone. One toxic culture, one poor leader, or one team breakdown can have ripple effects that stretch beyond the workplace and into the community. That’s why rural leaders must lead differently. They don’t just manage jobs, they shape mindsets and morale, and also community momentum.

Researchers have consistently found that a coaching led teams performs up to 40% better than those led by traditional command and control managers. This kind of improvement can mean  less staff turnover, better problem-solving, and a stronger depth or talent and capability.

From manager to coach: what changes?

Here’s the shift:

A leader with a coaching mindset doesn’t hand over responsibility, they empower ownership. They don’t spoon-feed solutions; they help others find their own. You don’t need to be a trained psychologist. You just need the right mindset and a few simple leadership tools. Start here:

• Listen actively. Resist the urge to interrupt or “fix.”
• Ask powerful questions. Try: “What’s your take on this?” or “What do you think needs to happen?”
• Stay present. Be fully engaged (phones down, eyes up).
• Give feedback often. Not just criticism. Shape performance with encouragement.
• Build accountability. Support people to follow through without blame.

In rural workplaces, time is tight, which is why coaching needs to be practical, not perfect. Most coaching moments aren’t formal. They happen in the moment, like in hallways, driving in the car, sitting down at lunch time, while walking the farm, or whilst doing a job. Be ready. Avoid falling into these common excuses

• “I don’t have time.” You don’t need an hour; a coaching conversation can take five minutes.
• “They just want answers.” Yes, but lasting growth comes when people learn to solve problems for themselves.
• “I’m not a trained coach.” You don’t need a certificate, just curiosity, care, and consistency.

At the heart of a coaching mindset, is building commitment. Before you build skills, you must build commitment. This is key. Is the person being coached willing? Do they have a mindset to grow? A person’s commitment is determined by asking them open questions to determine their thoughts, emotions, feelings, and attitude to the issue being coached. Once you know this, as a coach you can determine your coaching tactics. It is important to separate out the non-negotiables (like safety or integrity) from the developable traits (like any skills to develop, resilience or communication) you are looking to coach up. Remember enthusiasm feeds commitment, so it is important you recognise effort. Don’t let early wins go unnoticed. Silence from a leader is a motivation killer.

The power of positive shaping (the 1:5 rule). People grow through trial and error which is supported by their coach. It is important to allow safe mistakes and overtly reinforce re-enforce progress. A good proven coaching technique is the 1:5 rule. For every negative piece of feedback, give five positives. This is how you build confidence, commitment, and a sense of autonomy. If a person thinks they do not have the skills or confidence to perform a task, or make a decision, they will always defer to someone else or avoid doing it all together. Positive shaping is a coaching discipline, that shapes mindsets, behaviours and confidence.

Courageous conversations matter. Avoiding or ignoring uncomfortable coaching conversations doesn’t protect your team, it poisons them. If behaviour is off, performance is slipping, or a poor attitude is infecting others, don’t dodge it. Lead into it with respect, clarity, and honesty. Use this simple framework:

Ask yourself: Is this hurting the team performance or culture?

Check your headspace: Are you calm and clear?

Plan your approach: Think about your approach. Be curious, not confrontational.

Explore their view: Listen deeply before giving yours. Assume best intentions

Problem-solve together: Agree on what happens next.

Leadership Lesson

Be The Leader We All Remember
In small towns, the best leaders aren’t always the loudest. They’re the ones who listened, who challenged you, who believed in you. They do not just manage the job. They coach people to improve, to be better. That’s the kind of leader people remember.

Facta Non Verba – Deeds Not Words