3 Principles of Effective Leadership Coaching


The Evolution of Leadership Coaching
The leadership coaching industry is evolving from what was once an open landscape of ideas and interventions to an environment that has narrowed the playing field to those who can impact organizations. Leadership coaching is no longer viewed as a fad, but as a proven performance development tool that has moved into the mainstream. From its introduction into the business world two decades ago, leadership coaching has changed in many significant ways.

The original intent of leadership coaching was to change ineffective leadership behavior through the application of psychotherapy. Today, however, coaches are used not simply for derailed executives, but also to enhance already stellar performers. Where the leader (coachee) was originally thought of as the patient, today there is collaboration, where coach and coachee are “thought partners” in reaching specific goals.

Performance-Based Leadership Coaching
A decade ago, anyone with strong interpersonal skills might be sought out to offer coaching. Today, however, HR budgets are being cut, workload demands for the individual are increasing, and performance outcomes have become a central metric used to gauge effectiveness. The coaching industry is following suit, and has increased the responsibility of its practitioners to prove they can achieve results.

More coaches, from an ever-widening circle of backgrounds and schools of thought, are entering the leadership coaching profession, virtually saturating the coaching market. While leadership coaching is still valued as a critical intervention, organizations have begun implementing more rigorous selection practices for internal and external coaches.

3 Principles of Effective Leadership Coaching

Coaching requires more than interpersonal savvy and business acumen. Leadership coaches are in the business of candor. In order to be effective, a coach must use data as a guide to point leaders in the right direction. Leadership coaching for performance means using strong behavioral assessments that can be translated into action. In fact, the most widely used assessments in coaching are 360-degree feedback surveys, which provide a solid base from which to assess the coachee’s perceived behavior within an organization. In a thorough coaching process, these assessments are generally supplemented with strong psychometric evaluations.

Leadership coaching aims to bring hidden (or even known) truths about the leader’s behaviors to the surface and facilitate change that is supported by realistic data. This is a complex process that requires:
    • An in-depth knowledge of how to use assessments in coaching
    • Basic understanding of motives for change
    • A model and approach that produces measurable outcomes

Evaluating Leadership Coaching Effectiveness
Effective coaching processes go beyond basic leadership and interpersonal skills, and uses proven theories, assessments, and approaches for changing behavior and creating measurable outcomes.

Learning to coach involves more than obtaining knowledge. It goes beyond simply building relationships or instructing someone on how to do the job. It involves the use of assessments to gather concrete data, applying sound principles to bring about change, and measuring progress. To assess an effective coaching process, ask the following questions:

  • Is your leadership coaching process consistent?
  • Do you understand the application of assessment tools in the leadership coaching process?
  • Does the process reinforce the use of data and feedback as a means to achieve what is most critical to the leader’s success?
  • Is your leadership coaching methodology founded on solid business, psychological, and performance principles?
  • Is it based on an understanding of what causes people to change?
  • Are the outcomes measurable?


The answers to these questions will guide the direction and future development of your leadership coaching program and training.