One of the best investments leaders can make in their growth is coaching. As someone who has experienced and benefitted from coaching firsthand, I can say without hesitation that its value is immeasurable. Coaching had a profoundly positive impact on me—both in addressing immediate challenges and in supporting my long-term career growth. And I’m not alone in recognizing its impact. Studies reveal an impressive 700% return on investment (ROI) for coaching—a statistic that underscores its transformative power.
As a coach, I have the privilege of helping leaders uncover their own solutions and grow—not only in solving specific problems but also in developing the confidence to tackle future challenges. This confidence is essential for leadership, enhancing effectiveness, decision-making, and the ability to apply problem-solving skills in new ways.
But coaching doesn’t stop there.
Through coaching, leaders often gain much more than the ability to overcome obstacles. Communication skills and self-awareness are two areas that typically see significant improvement during a coaching engagement. These competencies enable leaders to inspire and effectively guide their teams while managing their own focus and emotions through the ups and downs of leadership. Even better, leaders model these behaviors for their teams, giving their direct reports a head start in developing these critical skills.
For business owners, coaching also supports succession planning—a vital component of long-term success. Current leaders will eventually move on to new opportunities, and having the next generation of leaders prepared to step in seamlessly is key to maintaining momentum. Coaching plays an integral role in ensuring this readiness.
Curious?
If you’re considering investing in coaching for yourself or your leadership teams, here are a few tips to maximize its value:
Choose wisely.
Finding the right coach is essential. Matching a coach’s style and area of expertise with the leader’s needs can make the coaching relationship more productive. Alignment fosters better communication, relationship-building, and trust—all critical to a successful partnership. Look for similarities in communication styles, backgrounds (such as industries or skills), or personality traits.
Stay out of the way.
If you’re covering the cost of coaching for a team member, strongly consider allowing the coach and coachee to build their relationship and work independently as much as possible. Over-involvement can erode the sense of safety needed for honest sharing, potentially hampering progress.
Provide time during the workday.
Treat coaching as a professional development priority. Scheduling sessions during regular work hours demonstrates its importance and avoids the fatigue or resentment that can come from intruding on personal time.
Hire an experienced coach.
Look for credentials, certifications, or a strong track record of success. Ask potential coaches about their qualifications and seek recommendations from trusted colleagues who’ve had positive experiences.
Remove the stigma.
Coaching is a resource, not a punishment. While it’s effective for addressing specific challenges, it’s equally powerful as a long-term development tool for leaders at all levels. Embrace it as a positive step for growth and success.
Allow time for growth.
Coaching is a process, not a quick fix. It takes multiple sessions to achieve lasting results. For many leaders, coaching becomes a valuable, ongoing resource for navigating challenges and opportunities long after the initial engagement.
In Summary
Coaching has become increasingly popular for a simple reason: it works.
The immense value it brings—to individuals, teams, and organizations—is undeniable. By enhancing skills, fostering engagement, and driving results, coaching supports growth at every level. Invest in a skilled, experienced coach to unlock your full potential, as well as that of your leaders and organization.
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