Leaders who will get the least from coaching yet need it the most

Those who struggle with their leadership skills or have blind spots that are hindering their performance may be in denial about their shortcomings.

Additionally, these managers may fear being judged by others or seen as incompetent if they admit to needing help and guidance. This can damage their ego and pride, leading to a reluctance towards coaching.

Moreover, managers who are struggling may also have a fear of change. Coaching often involves self-reflection and a willingness to make changes in one's behaviour and leadership style. This can be intimidating for some managers who are comfortable with their current methods and may not see the need for improvement or development.

Furthermore, these managers may have a mindset that coaching is only for individuals who are struggling or need remediation and aren't ready to admit that they might be one of them. They may see it as a sign of weakness rather than a tool for growth and development. This belief can lead to feelings of insecurity and resistance towards seeking out coaching.

Additionally, managers who are already overwhelmed with their workload may view coaching as an added burden or inconvenience. They may prioritise other tasks over their personal development, believing that they don't have the time or resources for coaching sessions.

These Leaders need coaching the most, but gain the least because they aren't ready for the growth and development it brings.

If you have a leader who would benefit from coaching, but you don't know how to bring this awareness to them, you can follow these steps.

1. Highlight the Benefits: When discussing a problem or delivering feedback, you might suggest coaching as a way to solve their blocks or ease the pressure. Focus on the potential benefits they could gain from it. This could include improved communication skills, better stress management techniques, and enhanced leadership abilities. By highlighting these advantages, you can help them see the value in seeking coaching.
2. Acknowledge Their Strengths: It's important to acknowledge the strengths of a leader before suggesting coaching. This can help them feel more open to the idea and not like they are being criticised or judged for their performance. By recognising their strengths, it also shows that you have confidence in their abilities and believe in their potential for growth.
3. Emphasise Development: Instead of framing coaching as a means to fix problems, emphasise its role in personal and professional development.  To be the best that they can be, they need to keep adapting to the ever changing environment. This approach can help reduce any potential defensiveness or resistance towards seeking coaching. It also highlights the fact that coaching is not just for struggling leaders, but a tool for continuous growth and improvement.
4. Offer Support: Let them know that you are there to support them through their coaching journey. This could include providing resources or connecting them with a reputable coach who can guide them towards their goals. Having a supportive and understanding colleague can make it easier for them to take the first step in seeking coaching.
5. Share Success Stories: Sometimes, seeing the positive impact of coaching on others can inspire someone to seek it out for themselves. If you have had coaching, share your story. Share success stories of other managers or leaders who have gone through coaching and how it has helped them improve their skills and performance. This can provide real-life examples of the benefits of coaching and encourage a leader to give it a try.

Overall, it's essential to approach the topic of coaching with sensitivity and understanding. By highlighting the benefits, acknowledging strengths, emphasising development, offering support, and sharing success stories, you can gently encourage a leader to seek coaching without making them feel defensive or resistant.