Senior leaders are skeptical about executive coaching. Are you prepared to convince them of its necessity?

Inviting the senior leaders to share their challenges and having a coaching conversation real time can make a difference. Demonstrating value through a coaching conversation works better and they can relate how coaching works.

TIP: When faced with skepticism about executive coaching, approach the conversation with curiosity rather than confrontation. When I experienced this with a CEO, rather than trying to directly convince him of coaching's benefits, I challenged his views with thoughtful pushback and shared my perspectives openly, maintaining a stance of genuine inquiry into his beliefs. The approach facilitated a dialogue rooted in mutual respect and honesty, leading to what we termed 'development conversations' rather than coaching. This laid the foundation to extending my services to his leaders, demonstrating that presenting coaching as a tool for personal and professional development can effectively align with even the most skeptical leader's goals.

Not every executive is open to coaching. Some fear it will unearth something they would rather leave alone, or think of coaching as a wailing wall without clear outcomes. While not every executive is open to changing their mind, I do like to share the critical benefits of using a coach to develop leadership skills, clarity of goals, and the regular practice of introspection, which invariably helps executives succeed in real-time.

Demonstrate ROI: Showcase how coaching enhances leadership effectiveness and organizational performance. Success Stories: Share examples of executives who have benefited significantly from coaching. Strategic Alignment: Explain how coaching supports key business goals. Personal Growth: Highlight its role in developing essential leadership skills. Tailored Approach: Customize coaching to address specific challenges and objectives.

Peut-on vivre sans miroir toute sa vie, sans jamais voir le reflet de soi ? Sans jamais voir si cela reste cohérent et aligné à l'extérieur avec ce que l'on a pensé à l'intérieur de soi ? D'avoir comme miroir que le regard et le feedback des autres? C'est probablement possible... en revanche quelle tristesse de ne jamais se regarder dans un miroir et accélérer ainsi sa connaissance de soi, progresser plus vite, trouver ses talents, les consolider et dépasser avec plus de conscience les obstacles de notre mindset et de la vie.

The doubts exist because the stigma for receiving coaching is still one of correction not enhancement. I like using Olympic performance coaching as an example. You are a great leader already but what if you could get your leadership skills to Olympic level and become a Legacy Leader? As a coach, I offer them the opportunity to discover this with me directly to showcase how I work on their strengths not weaknesses. You can't be an Olympic swimmer without a coach. You also can't be a Legacy Leader without one. Every great leader has a coach. Success is not overnight but a lifelong journey. Coaching gives you those tools and helps you reach those stretchy goals much quicker with support.

Picture this: a skeptical leader, brow furrowed, questioning coaching's necessity. I lean in, fully present, asking, "What worries you most about this investment?" As they share doubts about time & ROI, I nod with understanding. Then, I paint a transformative picture: flexible sessions tailored to busy schedules, increased productivity & engagement outweighing the initial investment, a confidential space to discuss challenges & strategize, focusing on unique strengths and growth areas. As I speak, skepticism fades, replaced by possibility. They envision confident, clear leadership impacting their teams and the entire organization. By actively listening & highlighting benefits, I help them see coaching as a vital success tool, not a luxury.

Recently, an HR contact mentioned to me that hiring an external coach wasn't necessary given an existing team of internal coaches/talent managers. With her permission, I asked to challenge this response respectfully. I challenged her to think about a top-of-mind (personal) topic connected to business, a sensitive topic she would love to address/change. After a quiet moment, I asked her what it might look like if she were assigned to a colleague to discuss the very issue on her mind (I asked her not to tell me what it was). She laughed and said, "Absolutely not!" Significant value exists in having an internal talent management team, of course, but it may not be the sole option in play.

Le retour sur investissement (ROI) du coaching, selon une enquête de PriceWaterhouseCoopers, s'élève e 7 fois le coût initial ! Vous y gagner en clarté, efficacité et performance avec des actions qui font rentrer dans "le muscle" toutes vos apprentissages et découvertes durant le processus de coaching.

Nobody should be “convinced” to work with an exec coach. However, some of my most successful coaching engagements have been with the most resistant clients. Why? Because I get very curious about the resistance, I welcome it and even invite it. And then we dive into it by exploring what else they are resistant to in their lives and what that has prevented or enabled for them. We can breakthrough limiting patterns only by acknowledging them and exploring them. Everyone needs a personalized approach. But if the coach leaves room for everything: resistance, opposition, challenge, celebration, discovery, venting, learning, sorrow, joy, and everything in between, the coaching can be truly magical.

Les séances suivent un processus de coaching qui s'adapte aux besoin et ressentis du client, qui respecte un cadre d'éthique liée à notre metier et reste flexible pour incorporer les spécificité du client, le respecter dans son intégralité et avancer ensemble comme 2 partenaires sur la route vers son objectif.

As an investment, executive coaching plays a pivotal role in driving organizational success. Through strengthening leadership capabilities, it contributes to better strategic planning, risk management, and innovation, directly impacting your company's bottom line. Why treat coaching as an expense when it can arm your leaders with the tools needed for a competitive edge? Shift your perspective, and harness the power of coaching as a strategic investment—your entire organization will reap the benefits.

Coaching leaders is a strategic investment, while skepticism about the value of coaching is understandable, the long-term benefits make it a worthwhile investment. We have experienced leaders talking about enhanced self-awareness, improved performance, stronger leadership skills, better employee engagement, increased adaptability, measurable ROI, and sustained development are just a few of the advantages. By investing in coaching, individuals and organizations set themselves on a path to long-term success and growth. Leaders have shown signs of better personal life too. As a coach, my goal is to help clients realize these benefits, transforming skepticism into confidence and tangible results.

The effectiveness of coaching can be measured using both quantitative and qualitative methods. Some of the methods include success indicator surveys, 360 feedback (if pre-engagement was completed), and evaluating the achievement of coaching objectives by the coachee and their line manager. It's important to assess the ongoing impact of coaching after the engagement is completed, as well as the coach's ability to build trust, rapport, and provide support. These data points are essential for justifying the return on investment (ROI) of coaching.

To present executive coaching as a measurable process, follow these steps: Define Objectives: Establish clear, specific goals for the executive coaching process, addressing both individual and organizational needs. Set Key Metrics: Identify relevant and quantifiable metrics to assess progress towards these objectives. Create a Timeline: Develop a structured timeline for coaching sessions, milestones, and checkpoint reviews. Monitor Progress: Regularly assess progress using the defined metrics, adjusting strategies or goals when needed. Communicate Results: Share measurable outcomes with senior leaders, highlighting the impact of coaching on individual performance and organizational success.

As an executive coach, I understand the skepticism that some senior leaders may have towards executive coaching. However, I'd like to address the top two reasons why executive coaching is not only helpful but essential for continuous improvement: a) Alignment with Organizational Goals: Senior leaders may not realize the power of coaching in ensuring that their actions and decisions are aligned with the larger goals of the organization. b) Efficiency and Focus: Time is a precious commodity for senior leaders, and the perception that coaching is time-consuming can be a deterrent. However, executive coaching is designed to be positive, simple, focused, and fast.

As an executive coach, I've encountered skepticism from senior leaders regarding the value of coaching. To address their concerns, I focus on the top 2 reasons: a) Senior leaders often believe they don't need coaching because they're already successful. However, I liken this to top athletes who, despite their success, continue to work with coaches. b) Time constraints are a common reason for resistance. I emphasize that executive coaching is designed to be efficient and focused. By addressing these concerns directly and demonstrating the positive outcomes of coaching, I help senior leaders understand that executive coaching is a strategic tool for enhancing their leadership and the performance of their organizations.

Convaincre les hauts dirigeants de la valeur du coaching exécutif peut être un défi, mais c'est essentiel pour leur développement personnel et professionnel. En tant que coach de cadres, il est important de démontrer les bénéfices tangibles du coaching, tels que l'amélioration de la performance, la résilience et la satisfaction au travail. Je recommande de partager des études de cas et des témoignages de succès pour illustrer l'impact positif. Le coaching peut offrir des séances personnalisées pour répondre aux besoins spécifiques des dirigeants, renforçant ainsi leur engagement et leur croyance en l'efficacité du coaching.