Six Reasons Some Executives Give Up on Coaching
why do some executives give up on leadership coaching programs designed to help them improve?
Executive Coaching for Business and Why Some Executives Give Up on Coaching
How do you help leaders succeed?
Give them some leadership coaching, that’s the widely accepted solution.
Then why do some executives give up on coaching programs designed to help them improve?
Leverage Opportunity
Executive coaching offers a tremendous opportunity to leverage leadership talent and resources. Coaching can improve many different aspects of our professional lives, such as the way we interact with others and manage change in the workplace.
Coaching is no longer reserved for problem leaders.
It is more frequently sought by top performers whose organisations value their management and growth potential.
Yet, sometimes leadership coaching programs just don’t work. Why?
Why Executives Give Up on Coaching
When it comes to change, some leaders lose motivation and fail to “stick with the program.” Marshall Goldsmith, the renowned executive coach who has worked with many Fortune 100 leaders, reports on several reasons why leaders give up.
Regardless of the leadership coach’s competence, failure to achieve goals may occur for several reasons:
1. Ownership
The more leaders feel the process is being imposed upon them or that they are just casually “trying it out,” the less likely the leadership coaching process will work.
If leaders are simply “playing games,” with no clear commitment, their bosses must be willing to discontinue the leadership coaching process for the good of both the company and the coaching profession.
2. Time
Goal setters have a natural tendency to underestimate the time needed to reach targets.
Busy, impatient leaders can be even more time-sensitive than the general population.
Ordinarily, our behaviour change happens long before our co-workers perceive any change.
3. Difficulty
Goal setters’ optimism applies to difficulty, as well as time.
Not only does everything take longer than we think; it also requires hard work!
Long-term change in leadership effectiveness takes real effort.
For example, it can be challenging for busy, opinionated leaders to have the discipline to stop and listen patiently while others say things they may not want to hear.
4. Distractions
Leaders have a tendency to underestimate the distractions and competing goals that will invariably surface in any given year.
By planning for distractions in advance, leaders can set realistic expectations for change and, consequently, will be less likely to renounce the change process.
5. Rewards
Leaders tend to become disappointed and when the achievement of one goal doesn’t immediately translate into the achievement of other goals.
If leaders think skills improvement will quickly lead to short-term profits, promotions or recognition, they may become disappointed and give up when these things fail to materialise instantaneously.
6. Maintenance
Once a leader has put forth the effort required to achieve a goal, it can be tough to maintain leadership behaviours that incorporate the new changes.
Leaders must recognise that professional development is an ongoing process, with a lifelong commitment.
Leadership involves relationships-and relationships and people change.
Maintaining positive relationships requires a long-term effort.
Daunting For Some Leaders
Having a Business Coach can be daunting for some leaders, as they must be willing to be vulnerable and open. So much so that some executives give up on coaching
It is exhilarating for those who embrace it and commit to change.
Unlike management science or academic theory, coaching is an exciting interpersonal journey.
Trust Openness Confidence Achievement
Leadership coaches and their clients form strong bonds built on trust, openness, confidence and achievement.
For coaching to work, the connection must be firm and the coaching program must operate with clear ground rules.
This article was contributed by Patsi Krakoff, Psy. D.
Executives Give Up on Coaching
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