Senior leaders often receive less honest feedback precisely when they need it most. Suggesting that your boss needs help, however, is unlikely to end well. The secret is to make coaching feel like an opportunity they have chosen, not a remedy you have prescribed.
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Start with their ambition.
Focus on what they want to achieve, not what you think they need to fix. Coaching is easier to embrace when linked to a goal rather than a weakness.
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Listen for the pressure point.
Pay attention to the challenges they repeatedly mention. A difficult relationship, a bigger role or an important decision may provide a natural opening.
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Position it as an advantage.
The best performers do not wait until something is wrong. They use coaches and mentors to challenge their thinking, expose blind spots and improve their judgement.
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Protect their autonomy.
Make clear that they choose the person, set the agenda and decide what success looks like. The conversation remains confidential.
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Suggest a conversation, not a commitment.
Encourage one exploratory meeting. Chemistry matters, and a good coach or mentor should be willing to establish whether they are the right fit before discussing a longer engagement.
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Choose your moment carefully.
Do not raise it immediately after a mistake or during a crisis. The message should feel supportive, not like a verdict on their performance.
- Take action. Listen for the ambition or challenge your leader mentions most often. When the moment is right, ask: “Would it help to have an independent person to think that through with?” Suggest one confidential conversation, not an entire programme, and let them decide what happens next.
The above leadership tip...
was sent in response to a question from a participant on our acclaimed 10/10 leadership development and mentoring programme. Whether you're a first time manager or an experienced leader, straightforward, practical advice on best practice is hard to find. Until now. To find out how you, your team or your organisation can benefit, please contact us.
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