Aug 26
Stacey Ashley Blog

Busted – 10 Myths About Adopting A Leadership Coaching Approach

The world has changed, and leaders & organisations need to adapt to survive.

Coaching is recognised globally as one of the best ways to grow and develop talent, to tap into potential, solve problems, lead effective change and transformation, and create opportunity. And yet, too many leaders are failing to leverage this crucial opportunity to create their future.

Why aren’t you coaching yet?

Lead Your Tribe venn

We live in a world of rapidly accelerating change, exponential information growth, globalisation, multiple generations in the workforce, advancing technology, a transforming world of work, political, economic, and social demands.

To be an effective leader in this VUCA world means letting go of being the expert and tapping into the capacity and capability of the people around you.

Why aren’t you coaching yet?

‘Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them.’

Timothy Gallwey

Do you want your leaders to build more engaged, higher-performing teams and future leaders?

Do you need your leaders equipped to proactively lead and inspire change and transformation?

Do you want to develop a culture of learning, innovation, and accountability?

Do you want to retain your key talent?

Do you want to bring out the best in all your people?

Why aren’t you coaching yet?

Well maybe one of these myths is getting in your way.

Coaching is fluffy and soft and not really tangible.

Coaching is one very constructive way to build accountability and capability in your people.


I’m already coaching. I coach my people all the time.

Maybe, but then again, maybe not. Research shows that most leaders who believe they are coaching, actually are not. Instead they are using a combination of consulting and micromanaging.


I’m not really a coaching type. It doesn’t come naturally to me.

Well, the good news is that you can learn the essential leadership coaching skills and quite quickly, too.


I don’t need to coach my people.

If you are not coaching your people, then it will be harder to scale your leadership.

You will be limiting yourself to a capacity of one. And you will be the limit of your leadership impact because you are not using coaching to activate all the people around you.


Coaching takes too long. It’s just easier to do it myself.

While coaching conversations may take a little longer to begin with, it won’t be too long until they take less time.

And let’s be real, without them, in six months’ time nothing will have changed. You will still be having the same conversation with your people and doing it yourself, rather than having developed and grown your people and their ability to operate independently from you.

‘Leaders empower individuals by building trust and coaching competence.’

Kenneth H. Blanchard

Coaching is just a short-term solution. It’s very task-focused.

Coaching can be about task. The what. It can also be about the how, and about who.

Coaching is strategic as you grow and develop people in every coaching moment, creating the opportunity to move from tactical coaching to operational coaching, to strategic coaching, to transformational coaching.

And this is where you make the big impact with coaching leadership.


It’s just too hard for me to change my leadership style now and start coaching.

Actually, it’s pretty easy.

How easy is it to ask a relevant, open question?

That’s how easy it is to start coaching.


I don’t need to use a coaching approach. My team are too experienced for that.

An experienced team.

Exactly the reason you need to use a coaching approach because these experienced people are for more likely to prefer a coaching approach than to be directed or told what to do.


My people are too inexperienced to be coached.

When in fact, coaching is a great way to work with your less experienced and less skilled people to help them to grow, to feel in control, and to take accountability for the choices that they make.


My people don’t want to be coached.

Hold the mirror up. You are the single biggest obstacle to adopting a coaching approach.

‘The goal of coaching is the goal of good management: to make the most of an organisation’s valuable resources.’

Harvard Business Review

So why aren’t you coaching yet?

I’d love to know your thoughts.

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