When coaching goals clash with a senior leader’s beliefs, I approach it with curiosity and collaboration. I start by understanding their perspective—what’s driving their beliefs, and how do they see these goals fitting (or not) into their vision? Then, I align the conversation around shared objectives, framing the coaching goals as tools to support their priorities. Instead of pushing back, I focus on finding common ground, tweaking strategies if needed, while staying true to the coaching purpose. It’s less about proving a point and more about showing how the approach can complement their leadership style and create value. Collaboration always wins over conflict.

Trabajé con un líder senior que creía que “liderar es controlar”. Le dije: “Entiendo tu perspectiva. ?Qué resultados podrías lograr si empoderas más a tu equipo?”. Esa conversación nos permitió explorar nuevas posibilidades sin invalidar sus creencias. ?Cómo manejar creencias opuestas? - Escucha primero: “?Qué te llevó a desarrollar esta visión del liderazgo?” - Encuentra puntos en común: Identifica valores o metas compartidas como base de la conversación. - Propón experimentos peque?os: “?Qué tal probar este enfoque en un proyecto y evaluar juntos los resultados?” El coaching no busca cambiar creencias de inmediato, sino abrir la puerta a nuevas perspectivas con respeto y empatía.

Focus on shared goals and outcomes, aligning your approach with their priorities. Seek to understand their perspective deeply, using curiosity and respect to build trust. Frame coaching as a partnership, emphasising growth and mutual success. If disagreement persists, adapt without compromising core values, finding a middle ground that honors their beliefs while fostering progress.

What are the beliefs, emotions, and life events of this Senior Leader, which may create such clash? How can you find leverage for change of their approach? I usually focus on achieving results in the present and future without delving into past therapy, so it is important your goals to be concise, efficient, focused and customized where necessary to meet the client's/leader's beliefs if this is what brings value to them and moves them authentically forward. And if you wish to communicate the value of coaching and the value of change you can use data, case studies, or examples to demonstrate how these goals can lead to positive outcomes for the leader and the organization!