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Leadership coaching – when does it work and when is it a waste of time?
Essentially, leadership coaching is about improving performance in one way or another - that is the return on investment - improved performance, short and simple. How do we decide when to use it though?
In order to determine whether coaching is the right intervention, we need to ask the question, "Is this a puzzle or a problem?" A puzzle has a definitive answer, for example, a crossword puzzle or a jigsaw puzzle, whereas the solution to a problem will have many different options. If the issue is, for example, that individuals don't have enough knowledge of policies or software, or they are not up to date with technical changes... they need specific training to help them gain that knowledge. We have a puzzle not a problem; there is only one answer. If however, managers are displaying unhelpful behaviours; ignoring difficult staff issues, blaming other people, are indecisive, don't delegate, are poor communicators, can't build relationships, are lacking in confidence, are arrogant, they bully people, they don't prioritise effectively, they can't manage change, they don't know how to influence others... "Come in Houston, we have a problem!" This is where leadership coaching can make a real difference.
This leads us to a second question: "Are the individuals willing to change?" If people are willing to do the work needed to achieve positive, sustainable change - they can definitely improve. If not, coaching is a waste of time. It really doesn't matter how many books we may read on dieting, if we don't change the way we eat and include exercise, we don't get the results we want. Nobody can be coached who does not seek deeper self-awareness and a wish for things to be different.
The final question is "Are people being given a fair chance?" It can often be the case that some managers lack the courage to give people honest, constructive feedback and so avoid the difficult conversation in favour of bringing in a coach as an undercover plan to somehow document the individual's shortcomings.
Leadership coaching can be an extremely valuable process which can produce effective results, real performance improvement and absolute return on investment. However, this can only happen when the issue is a problem, not a puzzle, the client is motivated to change and they are being given a fair chance.
Coaches and organisations need to dig deep and ensure that the right conditions exist before they consider beginning the coaching process.
If you would like to discuss if coaching is the right intervention for you or your staff, please contact 07812 560 420. Check the website at www.c-t-c.org