My leadership style is best described as coaching. Instead of telling people what to do, I prefer to help them think through problems and then hold them accountable for results, because it helps them grow in their roles and be more fulfilled at work.
That approach was shaped early in my career by two mentors who had a big impression on me. They were both incredibly successful, great to work for and had a large following of people who went on to have highly successful careers. They were very clear about the vision, followed through with systems that held people accountable and took the time to mentor their teams.
I’ve carried those lessons with me ever since. Whether I’ve been leading a startup or a large team in a more complex organization, that coaching style works because it gives people the clarity and support they need to succeed and, in turn, builds loyalty and trust.
Working in healthcare lends itself to this style because we’re not just solving business problems — we’re working on something that really matters to people’s lives. Whether it’s improving care delivery, making things easier for patients and providers or just reducing barriers in the system, it’s meaningful work. That’s what keeps me going, and it’s why I spend so much energy on supporting and developing the people doing that work every day.
These are all parts of a coaching-based leadership style — an approach I’ve seen work many times, starting with my early mentors. They’re simple ideas, but when done well, they make a big difference to our team, our clients and the patients we serve.
The 4 Pillars of Rogers’ Coaching-Based Leadership Style
- Lead by Coaching
- Clarity Matters
- Embrace Simplicity
- Invest in People
1. Lead by Coaching
Help people develop by asking questions and supporting their thinking, not by telling them what to do. To me, the best leaders don’t just give direction or answers — they help people find their own. They are good at listening, asking questions and giving people the space and support to work through things. Over time, that builds stronger, more confident leaders. It also creates a culture where people feel trusted, which makes them more likely to take initiative and stay engaged.
2. Clarity Matters
Teams work better when everyone understands the vision and what we’re trying to accomplish. People can’t do great work if they don’t know where things are going or why it matters. One of the biggest things I learned from my mentors was the importance of creating a simple, clear vision that everyone can understand and get their arms around. This is especially important in healthcare, where people tend to be more mission-driven and are energized by a clear vision to help patients.
3. Ensure Accountability
Set clear expectations and follow through on delivery. Setting expectations is just the start — following through is where the real work happens. I’m a fan of using goal-setting frameworks like objectives and key results to not only track progress but help people stay aligned and focused. When done well, these tools are about making sure everyone knows what success looks like and how they’re contributing to it on a day-to-day basis. That kind of accountability can be really motivating, especially when people start to see the results.
4. Invest in People
Take time to mentor, support and help your team grow. This might be the most rewarding part of leadership. Helping people succeed, grow into new roles, take on more, overcome obstacles or develop confidence isn’t just good for the business — it’s good for people and makes the journey more fun for everyone.
