Most people think coaching only flows downward: CEOs coach their Executive Leadership Team members. Team Heads coach their direct reports. Right?
But here’s a surprising truth: Some of the most powerful coaching flows in the other direction – Coaching “up.”
That means helping someone more senior than you – a boss, a Board member, a more experienced colleague – see perspectives they may be missing.
It sounds intimidating, but senior leaders value it when done thoughtfully. After all, they rarely get honest feedback or a fresh lens on how they’re leading.
➡️ Three simple ways to effectively “coach up”:
➤ Frame it with respect. Acknowledge your superior’s expertise first, then share your perspective as an additional lens – not as a challenge.
➤ Use curiosity over criticism. Questions like, “How do you see this playing out?” or “How would you feel about looking at this from another angle?” invite dialogue rather than defensiveness.
➤ Connect to shared goals. Position your coaching comments as supporting what matters most to your boss and the organization, so it’s clear you’re on the same side.
In short: “Coaching up” isn’t about hierarchy – it’s about impact. Done with respect and clarity, it builds trust, strengthens leaders at every level, and drives results for the whole organization.
👉 What advice would you give others who want to “coach up” with confidence?
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