The primary reasons to use a coaching style of leadership are to help the team become self-reliant (B) and align team priorities with organizational goals (E). At the SPHR level, coaching leadership focuses on long-term capability building, not short-term task execution.
Coaching leaders ask questions, provide feedback, and support reflection rather than giving directives. This approach builds employees’ problem-solving skills, confidence, and accountability, enabling them to operate independently and adapt to change. Over time, self-reliant teams require less oversight and demonstrate higher engagement and resilience.
Coaching also helps align individual and team goals with organizational strategy by clarifying purpose, expectations, and priorities. Employees better understand how their work contributes to broader objectives, strengthening commitment and performance consistency.
Driving results faster (A) and increasing profitability (D) may occur indirectly but are not the primary intent of coaching leadership. Directing operational change (C) aligns more closely with directive or authoritative leadership styles.
SPHR exam content distinguishes leadership styles and emphasizes that coaching is most effective for development, alignment, and sustainability, rather than immediate output.
References :
HRCI SPHR Exam Content Outline — Functional Area: Leadership and Strategy (leadership styles; coaching).
HRCI SPHR Study Guide — When and why to use a coaching leadership approach.
