8 Ways Coaching Equips Leaders for Rapid Change

The current market and business environment forces business leaders to adapt at a rapid pace, which creates uncertainty for the leader and the business. This uncertainty can shake not only the leader’s confidence in themselves, but the employee’s confidence in their leader. What are the consequences of being a leader without confidence? Poor engagement, low morale, higher stress, and missed business opportunities are a few of the outcomes created by indecisive leadership. Your employees need a sense of certainty and clarity of purpose at work, which leaders can provide.

Engaging in an executive coaching relationship is one way that leaders can build confidence, even in an ever-changing business environment. A recent study by Harvard Business Review found that CEOs who have contracted with an executive coach valued having a trusted partner to give feedback and provide support. This type of support builds confidence.

The results from my recent study of 35 executives who worked with an executive coach highlighted eight ways coaching can improve confidence. These methods are what executives found to be useful from working with an executive coach, endowing leaders with the skills they need to move organizations forward during ever-changing times.

1. Coaching Reduces the Stress of Isolation

A 2021 Forbes article indicated one of the top reasons leaders hire coaches is to navigate the bombardment of tasks and the feeling of being overwhelmed. An overwhelmed leader may lack the confidence to make difficult decisions, and leaders often feel they have no one they can rely on to help them handle this stress. The phrase “It’s lonely at the top” is true. Studies indicate that 61 percent of leaders feel lonely. Did you know that coaches can curb loneliness? A coach provides a supportive relationship designed to assist leaders in moving forward with confidence. During an executive coaching session, a coach may give ideas such as “How might your network or peers support you during this time?” and “What options are available to you as you seek to reduce your isolation?” Many executive coaches offer group coaching, akin to an external board of directors.  In group coaching, leaders from other organizations gather regularly to solve business issues and improve their leadership acumen. A recent publication by Wiley indicates that leaders are hiring coaches to develop skills and enhance their approach to navigating change. A skilled coach collaborates with the leader by analyzing the various aspects of the change process, including stakeholder management, messaging and vision casting. Coaches offer leaders valuable insight from their own experiences with change, which helps alleviate the feeling of isolation when leading change.

2. Coaching Assists Leaders in Navigating Change

Change increases uncertainty and can erode confidence. My latest study of 35 executives found that a lack of confidence contributes to stress at work for 34 percent of executives. Executives who worked with a coach found that their coach helped them “feel confident” in navigating change. One marketing director hired a coach during a time of multiple of leadership changes, market uncertainty, and intense job demands. During one of their coaching sessions, the leader reflected on an upcoming challenging conversation regarding an organizational change. She asked her coach to provide ideas and help her prepare for the conversation. She described how she felt before and after this conversation with her coach: “I went from frenzied to resolved.” This resolve developed through a trusting and resourceful relationship with her coach, which provided a pathway for future change-related coaching sessions.

One VP of operations was going through a massive reorganization, and “the relationships with the employees felt very tenuous.” The VP lost their confidence in their ability to lead the business through change. During the coaching session, the coach used work experiences with the VP to “figure out the best approach and plan for each employee.” By working with their coach, the VP was able to build trusting and supportive relationships with their employees.

3. Coaching Builds Self-Efficacy

Stressors such as the ones stated by the marketing director above range from relational conflict and organizational change to high job demands. Eighty percent of executives in my study stated that working with an executive coach increased their confidence by improving their self-efficacy. Coaches can increase confidence in leaders by improving self-efficacy. Self-efficacy is more than confidence. It is the belief that one can navigate and succeed in any challenging or stressful situation.

In my study, powerful coaching techniques that improve self-efficacy were coach encouragement, work experiences, skill practice, improved emotion, visualization, and physical improvement. Coach encouragement was the most utilized technique as identified by 43 percent of participants. Coaches often see and call out the great in the leaders they work with. Forty-nine percent of participants in my study indicated that their coach used work experiences to enhance participants’ confidence to deal with stress at work. A stretch assignment or a coaching commitment is a work experience that requires the client to move out of their comfort zone with the support of a coach. This type of activity can build a leader’s confidence.

A director of marketing and communications hired a coach to navigate the challenges of a growing company. “The coach gave me a framework to use with one of my employees who needed to utilize [the Family Medical Leave Act] FMLA due to a mental health challenge.” The executive coach utilized skill practice by giving the leader a framework to understand the ins and outs of FMLA. The professional experience of the executive coach coupled with using a stretch assignment built self-efficacy, which increased the leader’s confidence in handling the challenge. confidence. The leader committed to utilizing the FMLA framework before their next coaching session. During the next session, the director was able to share what worked well and what they would try next time. The client indicated the coaching conversations started with “a swirl” and moved to a “clear plan.” The coach assisted the client in documenting a process in the coaching session. The process was implemented immediately following the coaching session.

4. Coaching Improves Leaders’ Self-Awareness

Leaders at all levels of organizations are hearing from their direct reports that emotional intelligence is a critical skill for all leaders. Executive coaching can instill heightened self-awareness in leaders, which is a core competency of emotional intelligence. Coaches ask leaders to reflect on their experiences by asking questions such as “How did it go?” “What would you do differently?” “What did you do well?” “How might you build upon your success next time?” A leader without self-awareness may not understand the possible negative consequences of their actions. These negative consequences can demoralize leaders and their employees. Fifty-one percent of executives in my study stated that coaching developed self-awareness, which is one of the core competencies of emotional intelligence.  A self-aware leader is able to reflect on their own leadership results, whether good or bad, and apply them to future situations. This process builds confidence by allowing the leader to leverage their strengths in the future or avoid making the same mistake twice.

5. Coaching Calls Out False Beliefs

A coach can help a leader identify their false beliefs by reflecting statements back to them, “What I heard you say is…” This method can help the client see a false belief for what it is. A coach can also honestly label a false belief by saying warmly and truthfully, “If you believe you cannot do it, then this becomes your reality.” Beliefs inform our behavior and ultimately create our present outcomes. Improving our beliefs is empowering and confidence-building. 

6. Coaching Encourages Leaders

Coaches empower leaders by calling out and observing strengths and accomplishments. Coaches encourage leaders even when they make a mistake. Challenge them to move forward and gain skill. These words of affirmation will generate the confidence your leaders need to be successful. A director in my study indicated that their coach encouraged them by saying “You are your own worst critic.” Another leader in my study shared that their coach said “Stand in your power. Stand up for yourself and believe in yourself.” These coaching conversations instilled confidence and resolve in their leadership.

7. Coaching Helps Focus the Leader on Who They Aspire To Be

One executive shared that their coach reminded the leader of “how far they have come” in their own leadership journey. The executive needed a reminder that they can be confident in their progress toward their vision. Leaders will find that coaches can help them discover their vision through statements like “Describe how you want to show up as a leader.” Exploratory questions like these allow leaders to consider what is possible and allow them to focus on an attainable target. 

8. Coaching Stretches the Leader Out of Their Comfort Zone

Just like with the marketing director, you may be asked by your coach to move into the uncertain with the professional perspective of the coach guiding you through the process. Once you have moved through this uncertain experience, you get to come back to your coach and discuss what occurred. Undoubtedly, you will face a similar situation again, and you will be able to recall that prior experience and move into the next daunting challenge with greater resolve. This allows you to process learnings and move forward. One executive in my study shared that their coach “will ask the hard questions and move me out of my comfort zone.”

As a leader, building confidence is critical. Leaders must be confident in understanding their own strengths and weaknesses. Leaders must know how to lead others, whether it is navigating difficult conversations or giving feedback. Leading the business through setting strategy and navigating change is just as important. An executive coach can partner with the leader to help build skills to navigate the ever-changing business environment. Skill building is a confidence booster, accelerated through executive coaching.

How to Find An Executive Coach

Step 1: Clarify Your Developmental And Business Goals Ahead of Time. A developmental goal includes a skill such as delegation, confidence, improved emotional intelligence, or leading change and setting strategy. A business goal could range from increased revenue to employee retention to client satisfaction. Knowing what your end goal is for coaching will increase the likelihood that you will end up in a better position before you start working with a coach.

Step 2: Ask For Referrals – Executive Coaching Is A Relational Business. Ask a colleague that you know who has worked with a coach, “Who did you work with? May I meet them?” Or check with your learning and development team or head of HR. 53% of external coaches are selected based on their reputation in the industry. (Conference Board 2023)

Step 3: Interview Several Executive Coaches – Get to know them. Tell them about your current situation and developmental goals. See if they have had experience in this area. Ask your coach what type of credentialing they have completed. Ask about their coaching process. 75% of coaches (Conference Board 2023) were hired based on their previous business knowledge and experience.

Step 4: Meet Their Clients – Great coaches are delighted to share names of people they have coached.  Reach out and ask about their experience in working with them. This information will clarify your expectations before beginning your work with a coach.

Step 5: Go With Your Instinct – Fit Is Key. If you sense that you can share anything with your coach and that your coach will challenge and support you, then you have found your match!

A 4 Step Process to Use Artificial Intelligent Coaches to Build Confidence

If you have not hired a coach or you need immediate clarity, consider accessing an AI coach to help you with a decision or to build your confidence. AI Coaching Tools such as Rocky AI, Pocket Confidant AI, Evoach, and even Chat GPT and Gemini can be used to support your journey toward confidence. Consider these four steps to help you navigate an important decision with your AI Coach.

Step 1: Select One of the AI Coaches Above

Step 2: Provide The AI Coach With The Context of The Pending Decision and Provide Your AI Coach With Any Data You Are Using To Make A Decision (Be Sure To Check The User Agreement For Their Privacy Statement). A Human Coach Must Uphold The Ethics Of Confidentiality

Step 3: Ask The Coach For A List Of Risks and Mitigators With Each Possible Option

Step 4: Outline Your Implementation Plan With Your AI Coach and Ask For Feedback 

Pros and Cons of Working With An AI Coach

 The Conference Board 2023 Executive Coaching Study

Links To Studies

Chris Dissertation – Executive Coaching

Harvard Business Review 

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