C-Suite Executive Coach. MCC (Master Certified Coach), MBA, EdM. Exec roles: Honeywell Mfg. Plant Manager; BBN VP Talent Mgmt. SheerLine.
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Very often at the C-suite level, executives find that pursuing additional professional achievements is less motivating than it used to be. Instead, these leaders are driven by realizing their purpose and refining the impact and legacy they'll leave at the end of their careers.
For many in the C-suite, engaging with an executive coach is a strategic way to determine what's most important to them and how they'll channel their energy to achieve their overall purpose. In fact, a 2023 Human Capital Institute and International Coaching Federation survey showed that 81% of senior executives and 60% of high-potential leaders receive coaching, and 78% of senior executives value this coaching in their organizations.
So what exactly does it mean to partner with an executive coach, and why do so many leaders choose to? I spoke with several clients to ask why they value coaching. If you’re a leader wondering how you would benefit from coaching, consider these valuable insights.
From Accidental To Intentional Self-Development
The primary theme that surfaced among clients was that coaching provides the structure and support needed to intentionally focus on, deepen and grow their leadership capacity. One client described it as moving from accidental to intentional self-development. Accidental development is more of a hit-or-miss approach to growth. Whereas intentional self-development ensures a leader takes the time to pause and unpack what's most important for their development journey.
For example, while a leader might know they need to listen more, if they don't have a strong idea of what that means, they'll likely just wing it and see limited change. By being intentional, they can go deeper than just stating the goal of “I need to listen more.” Instead, they can grow to understand what's important about listening, what’s keeping them from listening and what their goal for improving their listening might be. They might determine that building stronger relationships so there’s more trust on the team is their motivation for further developing their listening skills. This reframing provides a concrete purpose for making a change in how they lead, providing them with more motivation to achieve the goal.
I had a client who'd been holding back from his natural leadership instincts, partly because of self-doubt and partly because of a lack of clarity. As he looked purposefully at his most effective moments, he realized they were when he was being honest and direct with his team members during actual interactions, rather than addressing issues after they escalated. He worked to shift away from avoiding conflict, which took a significant amount of his personal energy, to directly addressing conflict in a productive way as it arose on the team. This resulted in more cohesive team interactions and a more natural flow of his authentic leadership.
A Focus On Executive Reflection
During our interviews, leaders across the board said the most important aspect of coaching was setting aside the time and space to reflect on where they currently were on their leadership journey and identify in what ways they want to expand and flourish. For many professionals, coaching is a way to gain insights into how a limiting belief or behavior is getting in their way. Very often, we carry habits long after they are relevant or helpful. Intentional self-reflection can help shine a light on those patterns, allowing leaders to decide whether it's time to move on from them.
Perfectionism is one example of a limiting belief. No one is perfect, and having that as the goal for yourself or your team can be very frustrating and demotivating over time. By discarding perfectionism and setting forward momentum as the goal, you'd have much more energy for positive endeavors.
What's more, self-reflection and development won't be a topic that's only explored during coaching sessions. It becomes second nature, both above and below the surface. Many clients told me that, after our meetings, they regularly applied what they'd learned about themselves and/or experimented with innovative approaches to engaging and leading.
Finding The Right Coach
There’s no perfect formula for finding the coach who's right for you. But these simple tips can get you on the path to finding your best fit.
• Think Big Picture: Think about your career. Where are you in your leadership journey, and where do you want to be? What's the legacy you hope to leave at the end of your career?
• Identify Potential Coaches: There are several ways to build a list of possible coaches. You can ask colleagues if there's anyone they'd recommend. Check out the International Coaching Foundation's database of credentialed coaches; senior leaders should particularly look for possible partners with credentials like Professional Certified Coach or Master Certified Coach.
• Interview Two To Three Coaches: Don't go with the first coach you find. Choose the top two or three options, then have a preliminary conversation. Ask about their coaching approach and how they'd work with you. Pay attention to how they engage with you. Are they trying to understand what's important to you, or are they trying to sell you on their ideas?
Beyond these steps, remember to trust your intuition about who may be a good fit for you at this point in your leadership journey.
The 'Why' Of Coaching
As a senior leader, you likely have finite time and energy and more demands than can ever be fully met. So why add another commitment like coaching to your life? You have to think about the "Why" of it all. Coaching can be a way to intentionally focus on the areas that best align with your natural instincts and capabilities. This kind of investment in your growth is a strategic way to ensure you're leading more intentionally, effectively and authentically.
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