9 min read
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April 15 2025
Kate Buller | Executive Coach
The best leaders don’t wait until they are stuck to invest in coaching. They seek it before they need it – knowing that the ability to adapt, scale and influence at the highest levels is not a natural talent. It is a developed capability.
So, the real question isn’t ‘Do I need a coach?’ It’s, ‘What’s stopping me from unlocking the next level in my performance?’
Leadership is demanding. Every decision can shape teams, determine strategic direction, affect financial outcomes and impact organisational growth. Even the most accomplished leaders encounter moments when progress slows, influence wanes, challenges become ever more complex, and the strategies that once served them well become inadequate.
How do you know when it's time to seek an executive coach?
The concept of executive coaching has evolved from being a remedial intervention to a strategic necessity. Twenty years ago, very few executives admitted they had a coach. These days, the world’s top-performing CEOs, industry disruptors, and transformative leaders increasingly turn to coaches not as a sign of weakness but as an accelerator for growth, clarity, and competitive advantage. But not all leaders recognise when they are at an inflexion point – when their leadership needs to evolve or risk becoming obsolete. This article explores the hidden barriers that hold executives back and how coaching unlocks the next level of performance, effectiveness, and strategic influence.
The Leadership Barriers You Don't Know Are Holding You Back
Many leaders operate under immense pressure, balancing profitability, people, and progress while making decisions that can define their organisations' trajectories, and their own futures.
What many leaders fail to realise, however, is that some of the biggest obstacles to success are not external but internal.
Here are five of the most common barriers that silently get in the leader's way:
1. Fear of Failure: The Innovation Killer
Many leaders unknowingly develop a fear of failure. As they rise, the margin for error decreases; with more to lose and less tolerance for ambiguity, they become more risk averse. They begin to avoid the bolder decisions that could have led to more significant growth and performance.
How It Shows Up: Executives exhibit risk avoidance behaviour by delaying critical decisions and relying to past success, rather than seizing future opportunities.
Impact: Organisations become stagnant, growth slows, and teams lack innovation, reflecting the risk aversion of their leader.
How coaching helps: Coaches assist executives in reframing failure as a valuable part of the learning process. They learn to calibrate risk and build resilience, enabling them to make courageous decisions with self-assurance.
2. Imposter Syndrome: When Success Feels Like a Fluke
Even the most accomplished leaders quietly battle imposter syndrome—the persistent feeling that they are not as competent as others perceive them to be.
How It Shows Up: Over-preparing, deferring decisions to others, avoiding visibility, or striving for unattainable perfection in themselves and others to compensate for internal doubts.
Impact: Leaders prevent themselves from seizing opportunities, delegating effectively, asserting their voice in critical moments and empowering others.
How coaching Helps: Coaches work with executives to dismantle self-doubt by building self-awareness, reinforcing strengths, and helping leaders recognise their actual impact.
3. Resistance to Change: The Silent Leadership Killer
As leaders, we are shaped by our experiences and lean heavily on our deeply ingrained beliefs about how things "should work”. However, sticking to traditional ideas and methods can become a liability as markets evolve.
How It Shows Up: Repeating past strategies, dismissing new ideas from younger or different team members, or struggling to adapt to disruptive market shifts.
Impact: Leaders become out of touch, and their organisations struggle to compete in rapidly evolving landscapes.
How coaching Helps: Coaches help leaders cultivate adaptability, recognise cognitive biases, build inclusive practices and develop the curiosity to approach change with a growth mindset rather than defensiveness.
4. Limited Emotional Awareness: The Blind Spot That Affects Everything
Many leaders operate with sharp strategic and technical thinking but struggle with emotional intelligence (EQ).
For example, you might excel in decision-making or strategic thinking but create conflict or engagement issues in your teams or peer groups.
How It Shows Up: In poor communication, perhaps an inability to manage conflicts constructively, difficulty reading team dynamics, or unintentionally intimidating employees.
Impact: It weakens team morale; its members are disengaged, there is high turnover, and stifles a culture of innovation.
How coaching Helps: Executive coaching improves self-awareness, social awareness, and relational agility, helping leaders communicate more effectively, inspire their teams, and build cultures of trust, belonging, and engagement.
5. The Isolation Trap: When Leaders Feel They Must Have All the Answers
Leaders often feel they should project unwavering confidence, especially in high-pressure environments.
The expectation to be the problem-solver, the steady hand, and the source of certainty can lead to isolation. Coupled with this is how difficult it can be to build trust with colleagues who they may feel rarely come to a conversation without an agenda.
They appear closed off to others but need a space to think constructively and get honest feedback without fear of judgment.
How It Shows Up: Leaders avoid challenging discussions and resist feedback; they develop excessive self-reliance, and their responses can be defensive when faced with opposition.
Impact: Leaders are trapped within an echo chamber, which restricts their development, reduces innovation, and diminishes team trust.
How coaching Helps: With the help of a coach, the leader explores their problems within a secure and radically open environment and receives rigorous and supportive feedback.
Through this partnership, leaders gain clarity about their current situation and goals and develop effective leadership strategies with courage and transparency.
How Executive Coaching Works: A Transformation Process
In contrast to generic leadership development or issue-based 'sheep dip' coaching, executive coaching provides an adaptive process that ensures the coaching remains relevant and impactful for the leader.
The coach tailors their approach through developmental coaching ensuring it aligns with the leader's unique challenges and opportunities. Organisational changes, industry trends, and external factors are incorporated dynamically, ensuring coaching remains strategically aligned. Sessions evolve through real-time feedback, uncovering blind spots, and adapting to shifting priorities.
A key component of coaching is behavioural experimentation. Leaders test and refine new ways of working—shifting from directive to empowering leadership, adjusting communication styles, and navigating high-stakes conversations. With a coach providing immediate, candid feedback, leaders gain insights that colleagues may hesitate to share.
By integrating neuroscience and behavioural insights, coaching helps leaders identify cognitive biases, reshape internal narratives, and enhance resilience. Even small but high-impact shifts, such as understanding decision fatigue or refining reflection habits, can significantly improve a leader’s performance and influence during complexity.
What to expect in the Coaching Process: 4 key areas
- Discovering Self-Insights: The coaching process starts with a deep assessment and reflection. In contrast, typical leadership programs might be based on personality labels or leadership style categories, which limits their effectiveness. A strong coach helps leaders identify what drives success and what holds them back through structured reflective exercises to uncover hidden strengths, blind spots, and internal narratives that shape their leadership.
- Goal Setting and Strategy Development: Goal setting is not linear but an iterative and evolving process. Skilled coaches understand that using established methodologies (GROW, CLEAR, etc.) alone is insufficient for leaders to solve complex challenges.
Instead, coaching forms a strong partnership to address wicked problems—those with no clear solutions. By intentional experimentation, leaders refine and redefine their strategic pathways, and their North Star becomes clearer.
- Adapting Behaviours and Developing Capabilities: The coach and leader first identify behaviours that need refinement. Leaders then try adaptations in real-world situations and receive immediate, constructive feedback that might otherwise be filtered or avoided by colleagues.
This way, leaders can make swift yet lasting behavioural shifts towards their goals. Coaching conversations are regular so leaders can think about their actions, how they are impacted, and whether they need to change.
- Integration and Continuous Improvement: Coaching is not just about immediate problem-solving; it's about integrating long-term leadership habits.
Through sustained self-reflection and iterative learning, coaching supports post-individual sessions to ensure leaders grow, adapt, and excel as leaders.
So, the question isn’t should you invest in coaching, it’s when?
Many leaders hesitate to seek coaching because they believe they should already have all the answers. But leadership isn’t about having all the answers, it’s about evolving, adapting, and continuously questioning what you know. The world’s top leaders recognise that they don’t have to navigate challenges alone. Coaching provides a strategic advantage, offering clarity, insight, and a safe space to refine leadership skills.
The real question is: Are you ready to unlock your next level of leadership performance?
If you feel stuck, overwhelmed, or on the verge of a major transition, it might be time to take that step. Investing in coaching isn’t a sign of weakness, it’s a commitment to excellence. The most successful leaders don’t go it alone. They seek the right support to grow, inspire, and lead at their best. So, what’s stopping you?
