Coaching as a leadership development tool has existed since ages in the corporate circles. However, in spite of carrying huge effectiveness, it has not been employed to its full potential nor is it trusted much as a tool.

This post is inspired by hundreds of conversations I have had on this subject with leaders and professionals in different industries, across domains.

Here are some common patterns that I have observed across most of the leaders and organisations, Here are 2 realities that have been consistently noticed:

1.Lack of first-hand experience: Most of the times the decision makers have only heard about coaching as an effective tool and have never experienced it themselves. Since Coaching is a self-directed experiential learning, it can’t be understood by merely hearing, reading or learning about it from external sources. You need to taste it.

Be honest and ask yourself: “Have I personally experienced Coaching to decide whether it is effective or not?”

Very few professionals know that Coaching isn’t just another training and development intervention. It actually integrates your goal , vision and people as a Leader, as an individual and as a human being which makes it more authentic, sustainable and credible for long term change. Let me ask you:

• Can you be a great leader by just being great at your numbers?
• Can you be a great leader by only being popular in your team?
• Are these the only 2 areas which make a great leader?

So basically, can you have any approach, which is singularly focused for you as a leader? Well ! You know the answer within.

You need something else to go beyond things that you know, to discover the areas you do not know.

You learn more and LEAD because others are still not there, they are still busy in fighting the battle of intellect.

“Leadership is not about leading people, it is about leading yourself” 

2.What to change?

Ask yourself this:

• As a Leader, what are some of the perceptions, which if changed, can help you go to the next level of Leadership?

• Are you very sure those are the areas you want to work on?

• As L&D person, are you sure about the areas a particular leader should work on?

• Are you sure that the group interventions are bringing real change?

• Are you able to measure the change – post the leadership development interventions?

It is important for the decision makers to understand that the need for leadership development now demands more inside-out approaches versus outside-in approach. The Leader needs to first recognise the need for change before we offer any intervention without which we think we are bringing change but no real change happening.

I am sure you have invested significant amount of your budget on outside-in approaches and entertainment, which isn’t working for you today.

3 myths about Professional Coaching

1. It’s expensive: This reminds me about of a premier car brand example. Couple of years back when this brand entered Indian market, everyone used to say “It’s expensive” without realizing the customization, value for money, quality and brand it brings for them. This is exactly what’s happening to coaching as industry.

• Look at the kind of budget you shell out on entertaining your employees and call it engagement. Do you think its bringing sustainable impact for your organisation?

• Look at the kind of salaries you pay to your top leaders and look at the cost benefit that coaching brings to your organization by coaching one top leader.

When a top leader is coached, it brings inside-out change and if you have always believed in the school of thought, which says, “Leadership is top down approach”, then you understand what it means.

Now imagine the quantum of change that Coaching can bring to an organisation.

1. It’s only for self-development: Well if this is the myth you are living with then you need to know that Coaching brings several tangible benefits for the organization culture, engagement and leadership.

 As compared to the value it brings to the organisation, it actually comes to you at almost no cost. Here are a few proven benefits of coaching:

• Increased productivity
• Positive people and culture
• Return on investment
• Satisfied Client
• Highly engaged workforce
• Innovative an creative culture

Well isn’t that the outcome you are trying to derive out from most of your efforts.

1. Industry experts but grey hair: Let me remind you at this point about the “reverse mentoring” idea that you might be already leveraging in your organization. Young coaches bring the benefit of integrated ideas, approach and wisdom from two generations. If they do not have the industry experience, they bring a non-biased mindset and look at things from a fresh perspective, breaking old mindsets and perceptions.

If you are proactive, you must already be focusing on inside-out approaches. Activities around promoting innovation, creativity, idea inclusion are some of them. It’s not only about Coaching, it applies to all the methods that bring real inclusion in an organisation.