FROM APPROVAL TO RESPECT

A Coaching Case Study of a New CEO in a Family Business

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BACKGROUND

A Coaching Case Study of a New CEO in a Family Business

When Naveed Sheikh (name changed for confidentiality), a newly appointed CEO of a family-owned manufacturing company, reached out to me, he faced a significant challenge. Stepping into his father’s role, he was eager to win over the team and gain their support. However, this desire to be well-liked kept him from making the difficult decisions to drive the company forward.

Adding to the complexity, many of the senior GMs in the company had been there since Naveed’s childhood. They had seen him grow from a young boy who occasionally visited his father’s office to someone who was now expected to lead them. Naveed deeply respected these individuals, many of whom had shaped the company’s culture and legacy. This respect, however, made it challenging for him to hold some of the non-performers accountable. He found himself hesitating to confront or push them, fearing it might damage relationships he valued and lead to disappointment.

This inner conflict began impacting the organization’s direction and eroding Naveed’s credibility. Naveed knew that without addressing these issues, his leadership—and the company’s future—would remain compromised.

He reached out, seeking guidance. Our coaching goal was to balance respect with accountability and improve his leadership approach.

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THE CHALLENGE

Nadeem’s need to maintain strong relationships and his hesitation to disappoint others led him to delay critical decisions.

He found it challenging to address underperformance and was reluctant to push back on ideas that, though popular, were not aligned with the company’s long-term goals. Sensing his hesitation, his team began questioning his decisiveness, and the company’s growth stalled. Nadeem knew he had to step up but felt torn between being liked and respected.

This situation is not uncommon. In fact, according to research published in the Harvard Business Review, 53% of executives hesitate to make tough decisions when relationships are at stake. Nadeem’s case highlighted how a leader’s desire for approval could compromise organizational clarity and cohesion.

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THE COACHING PROCESS

Through our coaching sessions, Nadeem and I worked on shifting his mindset from seeking approval to earning respect. Here’s how we approached it.

1.???? Defining Leadership Values

We started by clarifying what kind of leader Nadeem wanted to become. Identifying his core values established a foundation. This helped him understand that respect, not approval, aligned with his leadership vision.?

2.???? Practicing Difficult Conversations

A significant step was helping Nadeem grow comfortable with difficult conversations. We practiced scenarios where he had to address underperformance and push back on unproductive ideas. I coached him on active listening, empathy, and assertive communication, allowing him to approach these discussions with confidence and clarity.

3.???? Building Decisiveness

Nadeem and I worked on techniques to make decisions quickly and confidently, even in challenging situations. He learned to gather input, weigh options, and commit to a direction without second-guessing. This shift from indecision to decisiveness restored his team’s trust in his leadership.

4.???? Creating a Feedback Loop

We also set up a feedback loop with his senior team members. Regular, structured feedback helped Nadeem understand how his decisions impacted the team and allowed him to refine his approach. This feedback reinforced his growing confidence, and his team appreciated his openness to listen and adapt.?

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RESULTS

Over the course of our coaching, Nadeem’s leadership style evolved significantly. He became more assertive in decision-making and stopped shying away from necessary, though sometimes uncomfortable, conversations. His team noticed that respect replaced the initial need for approval, and his credibility soared.

In the following months, the company’s performance metrics began to improve. With more precise direction from the top, teams were more aligned, engaged, and motivated. Nadeem’s courage to embrace respect over popularity transformed his leadership impact, ultimately positioning him as a CEO who could lead the organization with conviction and clarity.

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TAKEAWAYS

Nadeem’s journey illustrates a critical shift many CEOs in family-owned businesses must navigate. He made a serious effort to move from a mindset focused on approval to one grounded in respect. Nadeem unlocked his potential as a CEO and empowered his organization to grow.

As a CEO coach, my message to other leaders in family-owned businesses is this: Embrace the courage to make difficult decisions. While legacy and relationships are valuable, authentic leadership requires prioritizing the organization’s future above personal comfort.

When you lead with trust, decisiveness, and integrity, your team and stakeholders will ultimately respect you more, and your business will thrive.

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