Welcome to the transition from coaching to supporting! This is where your team members have developed strong business skills but still hesitate to take independent action.

Your challenge? Step back from giving direction while reinforcing their confidence. Think of it as moving a high-performing analyst from shadowing you on client calls to leading their own meetings.

Engagement Message

Have you worked with a colleague who’s capable but reluctant to make business decisions on their own?

You’ll notice this stage when employees consistently deliver quality work but still seek your sign-off before moving forward. They have the expertise but second-guess their judgment.

For example, “I’ve drafted the proposal—do you want to review it before I send it to the client?” becomes a frequent question.

Engagement Message

What other business behaviors might signal competence but low confidence?

Here’s the challenge: your instinct may be to keep providing direction because they keep asking for it. But this actually erodes their confidence and independence.

They need to see that you trust their business judgment before they’ll trust it themselves.

Engagement Message

Why do you think continued direction can undermine confidence in this context?

Begin transferring decision-making with this approach: “You’ve managed similar projects well—what’s your recommendation for this client?” Then back their decision rather than offering your own solution.

You’re moving from providing answers to empowering their business judgment.

Engagement Message

How would this approach feel different to a team member in a business setting?

When they present solid solutions, resist the urge to refine or “perfect” them. Instead, say, “That’s a strong plan,” or “I trust your approach on this.”

Chasing perfection can stifle confidence. In business, good enough often means progress.