In a leadership development system, executive coaching can spur cognizance and positive change through the exchange of dialogues. But sometimes, mere an executive leadership coaching program may not solve all the problems in an organization. It typically happens when the leaders or managers don’t agree with the idea or are not ready to invest enough time and effort; coaching in such cases fail or harm rather than good.
Coaching engagement between an executive and coach involves open conversation to create awareness and actions that bring significant changes. Coaching is always gentle participation with far-reaching consequences for the coachees and their organizations.
Effective leadership coaching needs deep-rooted, top-grade coaching skills. Regardless of the outcomes, the coaching relationships should always remain open to scrutiny and analysis. It is essential because leadership development coaching doesn’t take a one-size-fits-all approach as it cannot address complex behavioral issues of executives.
Let’s talk about the situations wherein executive coaching cannot bring the results as required.
The Coach Lacks Prerequisite Skills
Though coaching doesn’t require exercising highly specialized skills. Great executive coaches develop through many walks of life, with a diverse range of experiences. Coaching the leaders requires a few basic skills, otherwise, the effort will prove futile.
In this age of competition, there’s constant pressure and pursuit of instant outcomes, many coaches fail to get into the root cause; they rather go to treat symptoms because they lack the skill to uncover the causes. Such a hasty approach to executive leadership coaching can cause lead to problems that may resonate throughout the organization, compromising its values, culture, and goals.
The Coachee Lacks Basic Skills
In leadership coaching, not only the coach needs to be equipped with prerequisite skills, but the coachee also needs some basic skills. Sometimes, organizations think a coaching program for their managers and employees can itself make them a more effective and valuable asset. However, when coachees lack basic skills, they certainly need training and not coaching.
An executive leadership coaching program can’t help with knowledge, skills, and abilities. It is good to provide them with on-the-job training, which would probably be cheaper than executive coaching and can yield better results.
The Coachee Is Not Willing to Change
As a vital prerequisite of any coaching relationship, the coachee must have the willingness to change. A healthy coaching relationship is built on mutual trust and shared objectives. If the coach fails to convince the coachee for engagement, the coaching initiative will be dead. As dialogue is the core of coaching, it must be truthful to lead anywhere. Of course, no one would want to coach a “hostage.”
The Coachee Wants a Coach Just as a Status Symbol
With executive coaching for managers rising popular, it has turned from humiliation to a badge of honor among leaders. These days it has become a status symbol of having a coach. Some leaders see coaching as an endorsement of their status within their organization.
A coach is not supposed to make the participant feel good. And, if coaching is attended with ego, it makes a poor connection between the coach and coachee. Executives must keep aside their ego to gain the optimum benefits of the coaching relationship. Change is possible only when the leaders remove the old methods of handling things.
Leaders Are Too Busy to Engage in Meaningful Dialogue
In an executive leadership development coaching program, when participants are C-suite leaders, time appears to be a crucial factor in deciding the success of the coaching. Those leaders have already so much on their proverbial plates; therefore, until the leaders are not able to set time aside for coaching, they shouldn’t hire an executive coach.
A strong foundation of coaching relationships requires to be built on trust and openness, and it takes time to make it possible. It is essential because only a collaborative association can lead to meaningful and result-driven dialogue. Hence, to make the most of executive coaching for leaders, they must be able to dedicate time to it.
The Coachee Keeps Coaching Relationship a Secret
Some executives do not want others to know they are taking leadership coaching for different reasons. In a coaching engagement, the coach has to make the observations about coachee under a diverse set of circumstances. It could be while interacting with seniors, direct reportees, or clients. Secrecy can obstruct this approach, restricting the coach and impairing the coaching association.
Executive leadership coaching is though not a be-all-end-all solution to corporate problems. At times, leaders require executive business coaching, while others may call for simple solutions like on-job training.
You can hire an executive coach for leadership coaching in your organization. You can consult Coach Masters Academy for effective and result-driven executive coaching for leaders in your organization.