Leaders are often promoted because they can solve problems. That strength can become a limitation when every conversation ends with the leader supplying the answer.
Coaching introduces a different discipline. Before advising, the leader helps the other person define the challenge, examine assumptions and identify options. The quality of thinking improves, and responsibility stays with the person closest to the work.
Simple questions can create powerful movement: What outcome matters most? What have you already tried? What are you assuming? What is one step you can take this week? The value lies in listening to the answer rather than preparing the next question.
Advice still has a place. Coaching simply makes it a choice rather than a reflex. When leaders know when to ask, when to tell and when to decide together, teams become more capable and less dependent.