Is the Leader Ready for Executive Coaching?
Before appointing a coach, check whether the leader wants to participate and can act on feedback. In my survey, 80% recommended assessing readiness and openness before investing in coaching.
Before appointing a coach, check whether the leader wants to participate and can act on feedback. In my survey, 80% recommended assessing readiness and openness before investing in coaching.
Five questions to ask the leader
Do you want to be coached?
Do you believe coaching can help you achieve your goals?
Are you willing to examine your own behaviour?
Can you commit time between sessions to practise?
Are you willing to receive direct feedback?
Explore hesitation before proceeding
A reluctant answer may reflect an unclear mandate, lack of time or concern about how feedback will be used. Explain why coaching is being offered, agree confidentiality boundaries and address the obstacle with the leader.
Set coaching up as an investment
Connect the engagement to a real leadership challenge: influencing across a matrix, thinking more strategically or succeeding in a larger role. Invite the leader to help define the goals and assess the fit with the coach.
Decide whether to begin now
If willingness or capacity remains low, agree what needs to change before starting. The guidebook suggests postponing when three or more answers are “no”. Treat this as a discussion prompt, not a validated diagnostic cutoff.
