Let’s be honest: we expect our leaders to be wise and evolve continually. In fact, we raise the bar every year. But without a commitment to enhancing personal and professional development, leaders can easily lose their competitive advantage. They fumble when trying to drive their people and companies to excellence.
This is really unfortunate, and avoidable. You see, some leaders balk at coaching (and training and ongoing learning) because they view it as an unnecessary expense with little return on investment. But this is a misperception; coaching has both short- and long-term benefits.
Better Leader, Better Organization
- Many of today’s top leaders who have executive coaches testify that they have gained better skills and mindsets from their coaching experiences. Their enhanced skillsets have long-term advantages that make them better leaders, and as they continue to apply what they’ve learned the effect only continues. Just as an athlete who is well coached advances in their accomplishments far beyond the current season, well coached leaders become better every year thereafter.
- Leaders benefit from coaching by developing better mindsets, perspectives and attitudes about leading. As a coach, I see first-hand how the benefits touch every aspect of what they do, with long-lasting effects. A better mindset opens the door to new areas: they become more capable of tackling greater challenges with more effective results, and this makes for a more rewarding career.
- Organizations benefit when the leader’s skills and awareness grow. Gallup’s extensive research reveals how employees are more satisfied and engaged when leaders work with a business coach. Productivity and work ethic rise. Efficiency and profitability also rise. Turnover and absenteeism drop. Customer satisfaction is boosted, and that spells prosperity for everyone.
When leaders enhance their capabilities through executive coaching, organizations respond in significant ways. Statistically, the financial return of a well-coached leader can exceed the initial expense many-fold. Organizations that appreciate this extend coaching access to leaders beyond the front office. The potential gains are often immeasurable.
What do you think? How might you be at risk for losing your competitive advantage? How would coaching benefit you and your organization? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
