How can you coach leaders in different contexts and cultures?

That true. One of the question is how to identify the proper context. Most of the time even leader is not clear about what exactly he/she wants. As a coach it's important to have question bank in your arsenal to help find the exact context of the client. Asking about the goals they want to achieve can be good starting point. Again you as coach you need to drill down into the specifics of it.

Help them take a step back, invite them to see things from a different angle by wearing a "new pair of glasses" ??, feel the potential price to be paid for them if they don't, and understand the huge benefit for them and the organization of doing so...??

before starting coaching, first and foremost, coach have to create a safe space, an environment of trust, empathy and comfort. To create THE RELATIONSHIP! without this, no models, understanding context or whatever will not work.

Only 1 thing I want to add is, as a coach we need to develop very good listening skills. If you are not listening to the context of the client, then personal bias will come into play.

Some years ago, I conducted a workshop series about Personal Leadership in Tokyo, Japan. I worked with a British/Japanse co-coach. During one of these workshops, we talked about the concept of Self. What does it mean to lead from Self? And diving a bit further, what's your Life's Purpose? I still remember clearly that one of the participants was very impacted by these questions. It never occurred to her that there was a space in her life for Self. The concept of Self doesn't really exist in the Japanse culture. It's all about group. In her life, what matters was her parents and her partner. It needed careful handling. Not to push this concept on her. Exploring what it could mean within the Japanse culture. What else was possible for her.

Just as culture trumps strategy in business, so it goes in coaching. Understanding and appreciating all the cultural contexts of a client are key to building an effective coaching relationship and being credible as a coach. If you are coaching a client from another country or culture or even if you are from the southeastern U.S. and you are coaching someone from the Pacific Northwest, it will be important to study and note cultural differences and nuances in communications, work styles, priorities, etc. as you develop a coaching roadmap.

If you are coaching leaders in non-native languages, be patient and ensure clarity in communication. Encourage leaders to improve their language skills to enhance their leadership capabilities. For leaders overseeing multicultural teams, provide guidance on team-building and inclusive leadership. Encourage them to create a sense of belonging for team members from various backgrounds. Have an open conversation and ask open questions about how they prefer to be coached, what is important to them, how they like receiving feedback, and any other personal or cultural expectations you should be aware of. Encourage them to proactively fill you in on cultural tendencies, intricacies.

What I have found helpful in my coaching work is to have a roadmap that is designed and built with the individual you are coaching. Ultimately, it is their journey, and you are there to guide, instruct, course correct, etc., but ultimately the journey is theirs. I believe having a coaching mindset and framework that provides structure is key but not so rigid that it becomes a one-size-fits-all approach or an all-or-nothing in terms of what is done, when, and how. I believe the more custom and tailored, the better, particularly from a cultural context.

Totally agree with this point ! Having worked at multicultural companies over 2 decades, living in a very multicultural city ( London ) and traveling across the world, it's crucial to have a better understanding of cultural awareness and cultural intelligence. As a coach , the first and most important step is to build a trustable and comfortable relationship with your coachee and having cultural intelligence & awareness will be the biggest help to build that relationship and develop empathy with the coachee. As a suggestion , I'll recommend 'The Culture Map: Breaking Through the Invisible Boundaries of Global Busines by Erin Meyer' which provides a very detailed context across cultural patterns.

As in any coaching scenario, it is vital to take your client's temperature throughout the process to ensure that your coaching is impactful, and that you're adding value through your interactions. The necessity is multiplied when you're working with somebody who is in a situation you're unfamiliar with, or is part of a culture that differs significantly from your own. Err on the side of caution, with more frequent check-ins and solicitations for feedback. Don't be afraid to ask them for references or aids that will assist you in the coaching process. As with every scenario, the client needs to assist you in building the coaching program that is most likely to meet their needs and desires.

Building Trust: Establish trust by being respectful, empathetic, and maintaining confidentiality. Be consistent and reliable in your interactions, showing that you're genuinely invested in the leader's growth. I like the book 'Culture Map' by Erin Meyer - very interesting and insightful read if you are coaching leaders / managing people across cultures.