What is the real root of their concern?: - my approach? - the change that is proposed? - was coaching prescribed to them by senior leader? Each of these three has a dramatically different source - and potential action. 1 Ask for specifics and listen. 2 Ask clarifying questions and provide summary back 3 Seek to understand their "best possible outcome" from coaching engagement 4 Get shared commitments on moving forward 5 Create accountability process (for both) to commitments

C-suite executives value directness,transparency, and results.Here’s how to address their concerns: 1.Listen Actively: Show you value their perspective. Use phrases like: “I appreciate you bringing this to my attention.” “Your insights are important; I want to understand fully.” 2.Encourage Discussion: Ask,“Which areas would you like to focus on?” 3.Share Results: Highlight tangible outcomes from your methods to demonstrate effectiveness. 4.Clarify Your Approach: Clearly articulate your coaching philosophy and what sets you apart. 5.Suggest aTrial: Propose,“Let’s try this approach for a few months and evaluate the results together.” 6.Reiterate Commitment: Emphasize your dedication to their success and your support in achieving their goals.

When a C-suite client questions your coaching approach, respond with professionalism, empathy, and clarity. Explain your methodology, emphasizing that it’s a collaborative process where the client plays a key role in outcomes. Tailor your approach to their needs and ask for specific expectations to ensure alignment. Listen carefully to their concerns to build trust. If issues persist, use their feedback to refine the process, assessing if it's a style mismatch, expectations gap, or chemistry issue. Coaching is a two-way process, so evaluate the client’s willingness to engage and adjust accordingly.

I would go back to the original onboarding process and agreement. Was there a clear onboarding process where you outlined your coaching approach, and how will you mitigate risks? Was there a co-creation meeting to ensure both parties were aligned on the coaching process? If questions arise, revisit initial conversations and agreements to identify any need for clarity or understanding. Be clear about their concerns, the effectiveness of your approach, and why it's the approach you're using. However, if new information has been introduced to the process, now would be the time to make any necessary adjustments. Be sure this is a collaborative process and there's a clear understanding of your approach. Schedule check-ins to remain on track.

Navigating criticism is essential for personal and professional growth, as it unveils valuable opportunities for development. Embracing feedback without defensiveness reflects confidence in coaching abilities. Thoughtful questions foster deeper understanding and build trust, aligning shared objectives. To that end, distinguishing between criticism and constructive feedback ensures productive dialogue. Articulating the rationale behind strategies demonstrates how tailored approaches address unique challenges. This process can evolve into a powerful partnership, where critique becomes a catalyst for development. By embracing feedback, the coaching journey is enriched, driving clients toward their goals and enhancing the overall experience.