Executives often doubt coaching’s impact. The key? Show, don’t just tell. 1. Align Coaching to Business Goals – Contract upfront with the sponsor and line manager - leading to your client (the finance director) reducing reporting errors by 30% after coaching clarified decision-making priorities. 2. Use 360s & Pulse Surveys – A manager’s post-coaching feedback showed a 40% improvement in team trust and collaboration. "It takes a village to raise leaders too". 3. Show ROI – A EVP cut project delays by 22%, saving $500K by improving delegation and focus. Measure what matters. Effectiveness isn’t only self-reported— teams & colleagues validate it too. #Coaching isn’t a cost, it’s a #catalyst. How do you prove its impact? Let’s discuss.

When top executives express doubts about one-on-one coaching, it's all about showing them the real impact. Think about it—coaching isn’t just a “nice-to-have,” it’s a growth accelerator. By focusing on tailored development, you create measurable shifts in leadership effectiveness, decision-making, and performance. I've seen leaders transform their approach to challenges and team dynamics simply through deep, personalized conversations. It’s like planting seeds for growth that show results in both the short and long term. The bottom line? Coaching turns potential into performance. Invest in it, and watch them thrive!

Proving the value of one-on-one coaching starts with commitment. A coachee’s engagement—attending sessions, implementing actions, and showing up prepared—speaks louder than words. If they drop out with last-minute excuses, that’s a red flag. I close each session with clear commitments and use the next session to check in: How is it going? Progress and accountability drive impact. When top executives see real shifts in behavior and results, doubts disappear. Coaching isn't just about talking; it's about transformation.

When trying to convince executives of the value of one-on-one coaching, I always start with data: how performance improved after the training, what specific changes were noticed. Success stories from those who have already been coached work well, as does a clear understanding of the return on investment. I also emphasize long-term benefits, such as improved leadership skills. How have you demonstrated the effectiveness of coaching in your organization?

Executives value measurable results, so tie coaching to performance. Show data-driven success stories where coaching improved decision-making, leadership impact, and team performance. Use peer examples—leaders who once doubted coaching but saw tangible benefits. Highlight the cost of inaction: unchecked blind spots and costly mistakes. Frame coaching as risk management and leadership optimization, not just a perk. Ultimately, top executives don’t just work in the business—they work on themselves, and coaching accelerates that growth.