Opinions on executive coaching are mixed; some experts say it’s very useful, while others doubt the benefits. In business circles, executive coaching has been somewhat of a fad, experiencing boom and bust cycles of popularity. Now it seems that executive coaching is back in vogue—and for good reason! Whether you’re a skeptic or a believer, there are some undeniable benefits to the practice. Here are just a handful of the advantages coaching can give your executive team.


First and foremost, executive coaching is focused on helping people excel at work and progress in their careers. Perhaps some of your executive team has been having trouble remaining motivated or engaged at the office. Maybe someone needs to develop new skills, such as emotional intelligence, to better connect with their staff or to manage a new overseas venture. Executive coaching can provide the additional training and guidance your team needs to go further.


Prior to the economic recession of 2008-2009, one of the most popular themes for coaching was the development of emotional intelligence. There was an emerging awareness that businesses were often insensitive to the emotional needs of people—whether they were staff, business partners, investors, or even potential clients. Coaching can also help executives develop other skills that will help them be more effective at their jobs, such as organizational skills or time management strategies.


Whether executive coaching focuses on your younger employees who will be moving into new positions soon, or it teaches your current executive team how to coach those employees themselves, coaching is clearly a valuable tool for organizations that want to develop their future leaders in-house. There are advantages to doing just that—such as avoiding lengthy candidate searches and ensuring employees remain engaged—so many organizations will see the benefitsof providing coaching.


Your executive team is talented. But have they been keeping up with the changing goals of your business? Or have they fallen a bit behind the business environment? Coaching can help executives overcome the tendency to become complacent, ensuring your team is always on their toes, ready to change and adapt to whatever the situation calls for. In today’s business environment, that’s an incredibly valuable skill. And when your executive team embraces change, your organization as a whole will value change and innovation.


When you’re too close to something, it can be difficult to see the big picture. That means people gloss over flaws—and this is especially true of executives who may be engrained in the culture and workflows that surround them. It may be difficult for insiders to see the flaws in your business’s culture—or they may prefer to pretend those flaws don’t exist. Getting an outside view from a coach might be tough to swallow, but it can ultimately lead to much-needed change within an organization.


An organization without effective leadership is one that is likely to be ineffective in other ways too. Staff may try to blame each other rather than work together as a unit. Things may not get done. A clear vision of the business and its goals may not be articulated. Executives can benefit from coaching, as it can make them more effective leaders—which, in turn, has significant effects on the rest of the organization.


If you feel there’s a need for change in your organization, and that your executive team could be even more effective than they are right now, then it’s time to call in a coach.

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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