Stop calling them “managers.” Seriously. Not because they don’t manage—they do—but because the word comes with baggage. People hear “manager” and often think rules, deadlines, oversight, and, let’s be honest, sometimes judgment. What if instead, we started calling them coaches? Don’t roll your eyes at me. I get that it is cheesy but here is why this small shift in language can do wonders for your company culture and for your managers themselves:
- It shifts the mindset—for everyone. Managers become partners in growth instead of gatekeepers. Employees feel supported rather than scrutinized. And here’s the secret sauce: it also reframes the manager’s job. Many managers get buried in day-to-day tasks and forget a huge portion of why they’re paid is to actually manage people. Calling them a coach reminds them that developing and guiding their team is not optional, it’s their job.
- It drives accountability with empathy. A coach holds you accountable, but with guidance. Employees know they’re responsible for their work, and managers are reminded they’re responsible for developing their people. It’s like having a personal trainer for your team, without the sweaty socks.
- It normalizes learning. When everyone’s a coach, mistakes become learning opportunities instead of “failures.” Managers dedicate time to coaching conversations, and employees get the guidance they need to improve. Culture shifts from blame to growth, from fear to curiosity. Teams start experimenting, innovating, and actually collaborating without worrying about stepping on toes.
- It changes engagement. People don’t leave jobs, they leave managers. When managers take coaching seriously, employees feel seen, heard, and supported. Engagement goes up. Retention goes up. Productivity goes up. And yes, morale skyrockets.
Calling someone a coach doesn’t automatically make them one. Managers still need training, tools, and accountability but this simple shift in framing reminds them of the real purpose of their role: guiding, developing, and investing time in their people.
So next time you’re introducing leadership or writing job descriptions, consider this: manager or coach? One drives compliance. The other drives culture. One ensures your team survives. The other ensures your team thrives.
Looking for more ideas on this topic, check out our blog on Ted Lasso to learn why you may want to emulate Ted next time you meet with your team.