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Call: 905-845-4474

Coaching Isn’t Just for the Problem Employee

Executive coaching often carries the stigma of: “oh, he/she must be in line to be fired, otherwise why did they hire a coach?”

Nothing could be further from the truth!

Coaching Isn't Just for the Problem Employee

Coaching can fulfill a number of key roles in your organization:

  • Coaching a high potential performer who needs to hear from an outside voice and gain insights on how to leverage their strengths.
  • Coaching a team to help them see the differences in their team makeup and discover ways to leverage each other to gain the most from their contribution.
  • Coaching the person who has gotten off track. This is the only time that we need to think about coaching as a remedial action.

Self-Knowledge through Coaching

In my experience, we need to use coaching for all circumstances and realize that – with the tools and expertise a coach brings to the table – all participants can leave the exercise with some new self-knowledge.

Here are some critical things employees and leaders alike can learn from a great coaching experience:

  • At a core psychological profile level, who am I really? Why do I behave the way I do? How do others see me? What strengths do I really bring to the team? Am I overusing my strengths and thereby turning them into weaknesses?
  • Am I using my key psychological aspects daily in my job? In what ways am I compromising the true me in order to fit? Is this level of adaption healthy for me? Am I a fit with others on the team?
  • If I am to advance in this company, what things do I need to do more of? Do less of? Stop doing altogether?

Leadership Development through Coaching

In too many companies today, we aren’t doing any leadership development.

We think we are getting quality leaders from the new hires we make from our key competitors – but are we really? Is the culture they came from aligned with ours? Or is their success based on driving for results regardless of the impact they have on people around them? If so, how will that impact our team?

Coaching can be more effective for teams than any “leadership development course” because:

  • The coach can tailor the learning for the profile of each person.
  • The coaching approach is to think about what changes are working and what else we need to do.
  • The work is done over time, so the level of real change is much higher.

All too often in off-site training, we pick up bits of learning but when we return to the job, the rigors of the job overcome our adoption of the change needed. Only by providing learning over time and continuous assistance can we truly create solid leaders.

When I spend time monthly with coachees, the session is productive because I hold them accountable for what went well this month, what they could have done better, where they are struggling, and where their focus should be for the next month. I am also very much able to assess the level of commitment from the coachee and advise senior leaders whether or not to continue or to cut bait on the candidate.

Not everyone is cut out to be at the top. Knowing that early is a big bonus to organizations who take the time to build personal development plans and succession plans.


Workplace Engagement Insights will help your organization build a high performance culture of engaged employees and great leaders. Get a free consultation with me to discuss your business needs.

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Written by Dwight Lacey

Dwight Lacey

Dwight is the President at Workplace Engagement Insights. He leads Workplace Engagement Insights with a clear understanding of the latest employee engagement research, survey best practices, and leadership styles that create successful businesses.

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