This post answers one of the most common questions we get asked: “When should I get an executive coach?”. Here’s a rundown of when and how senior leaders can typically benefit from our help.
Personal reasons to seek an executive coach
Coaching can help leaders when they’re feeling stuck or want to push themselves to greater success. A coach can help guide them through tricky interpersonal situations at work, help them figure out where they’re heading in their career and build self-awareness and a plan they need to get there.
Aspiring to achieve more
Many successful leaders hit a point where they’re doing well but know there’s more out there. They may be eyeing up board positions or wishing to take the leap into a different role. When seeking personal growth, an executive coach can help you identify skills gaps and plot out a personal development roadmap.
Wishing to improve in current role
Getting better at leadership is an ongoing commitment. Coaching helps leaders work out how they come across to others, get clearer on their vision and learn practical ways to motivate their teams. An executive coach can assist in pinpointing areas of improvement and how to manage parts of the role they may not naturally feel strong at.
Finding it difficult to lead a team
When senior managers feel like they’re hitting a wall with their team, a coach can help work out what’s really happening. They then can guide them in developing strategies to overcome challenges and better understand their team members.
Feeling lonely and isolated at the top
The further up the ladder leaders go, the fewer people they have to talk with and confide in. External coaches bring in fresh ideas from other industries without any internal bias or politics getting in the way.
When to engage an executive coach
In common leadership situations such as driving change, taking on a new team, responding to challenges in the external world, changing jobs and many others, having an experienced coach onboard can help senior managers avoid common pitfalls or roadblocks and achieve their goals faster.
Organisational change and restructuring
Major changes in a company—such as restructures, mergers and acquisitions—really put leaders through their paces. They’ve got to keep teams steady, communicate well and embed new working cultures and practices. Coaching gives them structured thinking time to help juggle all these moving pieces, talk through their challenges and adapt to any unforeseen circumstances. Coaching can bolster leaders’ confidence in dealing with tough challenges that come from managing change.
Taking on new roles
Stepping into a newly created position or moving to a new organisation is exciting but nerve-wracking. Leaders in new roles are often setting up new ways of working, trying to work out others’ expectations and defining what success looks like. A coach can support senior managers to handle these transitions smoothly and sidestep common mistakes.
Managing underperforming teams
When teams consistently underperform, leaders need to figure out what’s really blocking progress. With a coach, they can explore ways to get disconnected people back on board and build a culture of accountability within their teams. Coaching can also give leaders the practical tools needed for tough conversations.
Growing and scaling
Fast growth and scaling operations come with their own set of challenges. After all, leading 50 people is different to leading 500. When businesses are expanding, a coach can help leaders evolve their approach step by step, delegate where necessary and put the structures in place for sustained growth.
Planning and executing new strategies
Making a vision a reality and turning ambitions into plans can be challenging. Working with an executive coach can sharpen your strategic thinking and guide you to practical and deliverable plans to execute strategy.
How quickly can leaders expect to see progress from coaching?
How soon leaders feel the impact of coaching depends on how much effort they put in and whether they actually put into practice what’s discussed. An executive coach listens, helps clarify a client’s thinking and shares insights, but it’s up to the individual to make things happen.
What you are trying to achieve will affect how quickly you experience change too. Developing new leadership practices and changing behaviour can take longer than sorting out specific problems. How often you meet and how much work you do between sessions also affects progress.
Why is confidential support important for those at the top?
Being a senior leader comes with unique pressures—being open, showing vulnerability and publicly discussing frustrations can have a negative impact on your team or organisation. Working with an executive coach creates a safe space where top-level managers can express themselves candidly without impacting their teams or their effectiveness at work.
Opening up about problems
The psychological safety net of a coach lets leaders voice their doubts, fears and uncertainties without worrying about looking weak. It can also help leaders address the issues that are making them feel that way.
Discussing topics that cannot be shared with board members or staff
Leaders can look at personal triggers, admit what they don’t know and work through conflicts without fallout affecting their authority or standing.
Expressing concerns early before they escalate publicly
Confidential settings encourage leaders to tackle emerging issues while they’re still manageable, stopping small issues from blowing up into organisational crises.
Why work with Full Colour
Whether you’re seeking personal growth or facing challenges in your organisation, Full Colour’s coaching services can help. Having been through senior leadership challenges firsthand—including in CEO and board roles—we understand the often messy reality of being a senior leader. Our coaching sessions blend high-level strategic thinking with practical steps you can actually use. To arrange a confidential, no obligation chat to see if we are right for you, contact Izzy Taylor at info@fullclr.com or visit our Contact page.