Scale >> Multiply: You don't need more 1:1s, you need more all-on-1s
When leaders ask me how to get better at coaching, it’s usually through the same lens: How do I, personally, become a better coach? Fair question. Important question.
But here’s one that’s even more powerful (and wildly under-asked):
How do I help my team coach each other?
Because if you're the only one doing the coaching, the ceiling is low. If everyone is coaching everyone? The possibilities explode. That’s when you move from good to GREAT.
I recently revisited Keith Ferrazzi’s book "Never Lead Alone" and couldn’t help but cheer at every page. His idea of “teamship” is something I see again and again in high-growth, high-trust teams - and it’s time we brought it center stage.
Here are 5 powerful ways to make it real on your team:
#1. Shift the accountability (off your shoulders!)
Good leaders give feedback. Great leaders build a culture where everyone gives feedback.
Here’s the challenge: if you’re the only person coaching, you’re the bottleneck. Flip the script. Invite your team to share feedback with each other - and not just in reviews. Make it part of how you work. Try weekly check-ins, post-project reflections, or 1-on-1 peer reviews.
Want bonus points? Normalize feedback as a signal of trust, not criticism.
#2. Bake it into onboarding
The fastest-growing teams don’t treat coaching like an “advanced skill.” They make it part of the culture from day one.
e.l.f. Beauty, for example, introduces feedback habits and peer accountability right in onboarding. You’re not waiting six months to “prove” yourself before you contribute - you’re co-creating team growth immediately. That sense of inclusion + ownership is rocket fuel.
Ask yourself: What’s one practice a new hire could do in week one to feel like a coach, not just a learner?
#3. Focus less on mindset, more on practice
Mindset is sexy. But practice is what actually shifts culture. Instead of waiting for the perfect “growth mindset” to show up, start with the actions that will build it.
Model asking for feedback. Reward curiosity. Run short “practice reps” where people role-play hard conversations or practice giving each other suggestions. Repetition creates comfort. Comfort creates courage. Courage creates connection.
#4. Run open 360s that feel human (not terrifying)
360s don’t need to be anonymous, cold, or corporate. Try this team-friendly format:
One thing I appreciate, admire, or respect about you.
One thing I suggest you explore, shift, or try.
This takes the sting out of feedback and builds real-time relational safety. Run it monthly in small groups. Keep it short. Let people speak to each other, not about each other.
#5. Try the 5/5/5 Learning Roadmap
It’s simple, powerful, and it works:
A team member shares a current challenge or “edge” they’re working on for 5 mins.
Peers ask 5 open-ended questions (to deepen reflection).
Then they offer 5 pieces of feedback (ideas, observations, or encouragement).
Do this once a month as a standing agenda item in a team meeting. It builds empathy, sharpens coaching muscles, and normalizes learning out loud.
Bonus tip - here’s a set of coaching questions your team can start using with each other right now:
Use them in your 5/5/5s. Use them in your 1:1s. Use them in Slack. Doesn’t matter where -just get the reps in.
SEVEN COACHING QUESTIONS TO SPARK GROWTH ON YOUR TEAM
What’s one challenge you’re currently navigating that you haven’t fully figured out yet?
What’s something you’re proud of this week - and what made it meaningful for you?
Who or what has stretched your thinking recently?
What do you wish others better understood about your current priorities?
What feedback are you avoiding giving or receiving?
What support do you need right now that you haven’t asked for?
If you had 10% more courage, what would you do differently this week?
Let your team lead each other.
Watch the culture shift from the inside out.
My best, always,
Shar
Unsubscribe | Update your profile | 20 Bay Street, 11th floor, Toronto, ON M4J2N8