7 Signs Your Leadership Team Needs External Coaching

Leaders and coaches share their insights

 

Recognizing the signs that a leadership team needs an external executive coach can be crucial for the growth and success of an organization.

We've gathered insights from seven HR leaders and coaches to help you identify when it's time to bring in an expert to support your team's development.

From intimidation and silence within the team to resistance to change, these professionals share their top signs that show the need for an external executive coach.
 

Leadership teams may occasionally struggle to achieve their desired goals, showing a potential need for an external executive coach. One subtle sign of this is when team members feel intimidated and silenced by certain individuals within the group. Often, outside support can effectively manage these dynamics. This help could foster more constructive dialogue and engage individual members with diverse perspectives, ultimately helping the team work towards their objectives.
 

Grace He, People and Culture Director, teambuilding.com

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It typically requires a unique offering to persuade a senior executive to take part in an upskilling course. Therefore, it is likely more effective to opt for an external and well-credentialed coach. Identifying the need for this is relatively simple—examine the top level of an organization and determine if there is any incentive for executives to further develop themselves. Most times, the answer is no. Establishing a connection between Learning and Development (L&D) and leadership, which includes incorporating a highly paid coach, can provide that incentive.
 

Dragos Badea, CEO, Yarooms

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Low Net Promoter Score Indicates Need for Coaching

A clear indicator that a leadership team may benefit from external coaching is its Net Promoter Score (NPS). Many top organizations conduct pulse surveys on a monthly or even weekly basis and take immediate action based on the results.

To determine if a leadership team requires external coaching, consider whether they have experienced two or more consecutive quarters with sub-par NPS scores. Key questions that may reveal issues include:
 

• Does the leadership team understand what employees need?
• Are employees confident in the leadership team's decision-making ability?
• Does the leadership team effectively communicate the company's goals and status?

Low scores on these questions can be concerning, as they have been shown to contribute to employee churn and low morale.
 

Bogdan Zlatkov, Lead Instructor for HR and Hiring, Growth Hack Your Career

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While a leadership team may be talented, there may come a time when they run out of ideas. It's essential to keep teams engaged, but sometimes, all available options have been exhausted, and it's unclear where to turn.

An external executive coach can provide a fresh approach, bringing new ideas and a different perspective. They can help the leadership team use their existing talents more effectively by offering an unbiased approach to the problems they face.

Collaborating with an external executive coach can motivate the leadership team, boost their confidence, and open their minds to the possibilities and advantages of approaching their roles from a different angle.
 

Jonathan Elster, CEO, EcomHalo

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A leadership team may seek executive coaching for various reasons, with micromanagement being a notable issue. A lack of ability or skill in delegation can contribute to the problem of micromanagement, which is often seen in both first-time and seasoned managers.

These managers may end up completing many simple tasks themselves, causing them to lose focus on the bigger picture. They often direct their attention more toward achieving targets rather than pursuing growth initiatives for the future. They may insist on getting things done their way and lack trust in their subordinates. While they might justify their behavior by claiming empathy and a desire to help their teams achieve targets, this approach can be counterproductive. Not only do these leaders distract themselves, but they also cannot provide opportunities for their teams to develop.

They overlook a fundamental rule of growth: building up their successors. Without preparing the next in line, these managers will not have the time or focus necessary to advance in their own roles.
 

Arundhati Chafekar, Principal Consultant, Vertical Lead of Learning and Strengths, NamanHR

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A sign that a leadership team may require external help is when meetings and discussions frequently become heated and deviate from the topic at hand. It is acceptable for leaders to engage in friendly, productive debates over the best course of action for the company. However, it becomes problematic when the discussion turns personal. The focus should remain on the pros and cons of the matter in question, rather than delving into individual leaders' past choices, personalities, or managerial styles.

If meetings within the leadership group digress into these topics, it may be necessary to enlist external executive coaches to help reshape how the team interacts.
 

Janelle Owens, Human Resources Director, Guide2Fluency

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A sign that a leadership team may benefit from an external executive coach is resistance to change. Industries are constantly growing, and organizations with leaders who are open to change or exhibit a more agile way of thinking to create opportunities for greater possibilities and innovation. These factors combined to support the sustainability of organizations in both up and down markets.

Executive coaches invest in their clients and establish key pathways to help them succeed. This involves working with individuals to see the value and vision of an organization aligned with a change mindset. Highly qualified coaches in this field assist leaders in improving emotional intelligence competencies by recognizing patterns and navigating emotions that drive people and performance. This ultimately leads to increased comfort with change and confidence in taking bigger strides for strategic progress.
 

Aleasa Word, CEO and Executive Coach, A. Word & Company

Brett Farmiloe is the Founder/CEO and currently the CHRO of Terkel.io. Connect Brett Farmiloe