Facing pushback from top executives on a new coaching program. How will you break through their resistance?

Let the market be your advocate. If you have provided value to coaching clients, those clients will speak well of you. And, with every client who speaks well of you, your brand builds organically. And, the way to have clients speak well of you it to practice the following: Radical transparency in regard to the process and the deliverables. Always bearing in mind that the least important person in a coaching relationship is the coach---it is the client being coached.

N?o é t?o prático assim! o Alto Executivo muitas vezes sente-se solitário envolvido em uma teia de politicagens e com isso qualquer aproxima??o se n?o for bem construída e devidamente amarrada, criará um mecanismo de defesa e de distanciamento automaticamente.

Working with a top level executive as an executive coach, one has to be really careful of the way you deliver your context. One step ahead & you touch their ego, one step below & you showcase yourself as being intimidated. Taking the right approach to dealing with top level executives means being in your confident self that reflects you’re the expert in your business but at the same time you respect their expertise in their business.

It is crucial to align the initiative with their strategic goals and demonstrate clear value. Start by presenting data and case studies that showcase the program’s positive impact on performance, retention, and leadership development in similar organizations. Emphasize how the coaching program can address specific challenges the company faces, such as improving team dynamics or enhancing executive decision-making. Engage influential champions within the executive team to advocate for the program, and propose a pilot phase to illustrate tangible benefits. Additionally, ensure open communication, actively listening to their concerns and incorporating their feedback to tailor the program to their needs.

Siempre me hizo más sentido despersonalizar cualquier resistencia. Prefiero poner el foco en lo que se pone a riesgo o lo que tenemos por ganar si avanzamos o nos detenemos al plantear un cierto abordaje. Dada la situación de resistencia, podemos preguntar ?Qué necesitan? Si nos damos cuenta que las respuestas nos exceden, lo mejor resultará dar un paso al costado. Ya sabemos que no agradaremos a todo el mundo! Sin embargo, también podemos plantear estos emergentes como una oportunidad para indagar un mindset tan instalado como invisible. Por ejemplo: ?Que hacen cuando no conectan con una persona o situación? Con algunos equipos, logramos transformar estas situaciones de no congeniar, en innovaciones vinculares poderosas.

1. Data-Driven Insights: Present compelling data and case studies showcasing the program's success. 2. Executive Alignment: Align the program's goals with the company's strategic objectives. 3. Pilot Program: Propose a small-scale pilot to demonstrate tangible benefits. 4. Engagement Sessions: Conduct interactive sessions to address concerns and gather feedback. 5. Success Stories: Share testimonials from respected leaders who benefited from similar programs.

Well, breaking the resistance becomes easy when you’re confident what you can bring to the table. Your worth does not equals to the hours or number of sessions you’re providing, your worth equals to the level of change you can bring in their lives that can directly impact their personal growth, accentuating their professional growth thereby an incline in their organizational profitability. Be smart to break those barriers not by trying to prove yourself but by bringing them clarity of what impact the coaching can bring for them!

Highlighting the benefits of executive coaching is essential for overcoming resistance. Frame coaching as a strategic investment in leadership development that enhances performance, decision-making, and team dynamics. Use data and case studies to illustrate tangible outcomes—like increased employee engagement and improved ROI. Connect the dots between coaching and organizational goals, emphasizing how it can drive innovation and adaptability in a rapidly changing market. When executives see coaching as a catalyst for their success and the company's growth, they’re more inclined to support it.

é preciso destacar referências de grandes executivos que utilizaram-se dos processos de coaching para que ele (a) sinta-se confortável com o processo. Algumas empresas apenas indicam coaching para seus executivos quando os mesmos já n?o est?o nos planos futuros ou na corda bamba.

I feel as an executive coach your work doesn’t start after the client has signed up for the coaching program, rather your work starts from the minute the client has contacted you & shown interest in your services. Every person on this earth can be benefited by the coaching process but it becomes your responsibility as a coach to bring clarity & address concerns to any individual who has inquired about your services & is genuinely interested in upleveling their personal and/or professional growth!

Addressing concerns head-on is crucial for gaining executive buy-in. Create an open forum where leaders can voice their apprehensions about coaching. Acknowledge their perspectives and provide clear, evidence-based responses to alleviate fears. Whether it’s concerns about time commitment or perceived effectiveness, transparency is key. Share how coaching can be tailored to fit their busy schedules and specific needs. By demonstrating that you value their input and are committed to addressing their concerns, you build credibility and pave the way for a more receptive environment.

Esse é um ponto sensível e vital para que o processo seja efetivo. é necessário estudar o "COMO"abordar e estabecer rapport e deixar claro quais s?o suas inten??es no processo e garantir é claro a transparência, confidencialidade e confiabilidade. Eu já ví Ceo solicitando o trabalho de coaching apenas para saber o que seus diretores pensavam.... Acreditando que isso poderia aproximar, isso apenas o afastou deles....

To overcome resistance from top executives on a new coaching program, start by understanding their specific concerns and addressing them. Offer flexible options like customizable coaching formats or a pilot program to test the concept. Highlight the program’s benefits, linking it to organizational goals with supporting evidence. Propose incremental implementation, starting with a small group or department, and adjust based on feedback. Provide additional support and training to ensure smooth integration. Maintain open communication to address ongoing concerns and refine the program as needed.

Being flexible and offering customized programs always attracts the top executives. My experience is better to co-create the coaching program along with their thoughts, this really works. As in the design of the program itself, they are engaged and that will make their commitment levels very high.

Offering flexibility in coaching programs can significantly reduce resistance from executives. Recognize that each leader has unique needs and preferences. Propose customizable coaching options—whether it’s one-on-one sessions, group workshops, or virtual formats. Emphasize that coaching can be integrated into their existing schedules, minimizing disruption. This adaptability not only respects their time but also demonstrates your commitment to their success. When executives see that the coaching approach is tailored to fit their lifestyle, they are more likely to engage wholeheartedly.

Executives need to have open mind, else whatever being provided can be perceived in a different way. So, it's better to know what type of testimonials etc will help them and accordingly provide required information. Most importantly they look for outcomes that are connected to their strategic vision and goals. If we can demonstrate the steps that help them to achieve their goals, their acceptance would be at much higher levels.

Providing testimonials is a powerful way to break through resistance. Share success stories from other executives who have benefited from coaching, highlighting specific outcomes such as enhanced leadership skills, improved team performance, or successful change management. Personal endorsements create social proof, making the program more relatable and credible. Consider organizing a panel discussion with past participants to share their experiences firsthand. When top executives hear about tangible benefits from their peers, it can shift perceptions and encourage them to embrace coaching as a valuable tool for their own development.