When to Train and When to Coach Senior Leaders

Following some in-depth research into the executive coaching we deliver with clients, we identified a number of themes that come up more often than others. We’ll share those through this blog.

Something we look and listen for when we first meet a senior leader is where the gaps exist.

We tend to hear things like:

Self-trust

“Why am I hesitating here?”

“What if others think I’m wrong?”

“What if things don’t pan out as I hope?”

Leadership presence

“How am I perceived by the board?”

“I’m struggling to influence a tricky Chief.”

“How do I create organisation-wide inspiration and buy-in to a significant change?”

Letting go

“I’ve always known the ins and outs of my directorate, and that gives me confidence.”

“These are big responsibilities, and if they go wrong, it sits with me.”

“It’ll be quicker if I just do this part.”

Is it training or coaching?

Truth be told, it can be both.

Training typically focuses on the how – strategies, models and techniques to help a leader develop new behaviours. This can be effective if the challenge genuinely sits in the how.

However, at the level we work, we frequently hear:

“I’ve been on every training programme there is, strategy, delegation, communication. I’ve done all the colour charts and wheels.”

This is usually a sign that the gap hasn’t been bridged by focusing on the how alone.

Where coaching makes the difference

When we meet with senior leaders during and at the end of a coaching programme and ask what has changed, we tend to hear things like:

“I understand why I was doing what I did, and now I am able to…”

• Approach situations with conviction in my own strengths

• See how my actions impact myself and others, and use that to navigate difficult situations

• Let go of complete control, while putting parameters in place that still feel safe

• Understand myself better, and explore my thinking to find solutions that didn’t surface before

What this tells us is that much of the work sits in the why and the who rather than just the how. It’s no surprise that some training doesn’t stick if it focuses purely on the how.

How coaching enables deep behavioural change

Feedback from our recent review tells us that what makes the difference is not more content.

It’s the space.

A psychologically safe space to think clearly

Challenge assumptions

Test ideas in real situations

And adjust in a way that works for both the individual and the organisation

We work with leaders to create and test hypotheses, not just apply models. That’s where things begin to change.

So, when should you train and when should you coach?

If a leader needs new knowledge, tools or frameworks, training is often the right place to start.

But when the questions sound like:

“Why am I hesitating?”

“Why am I holding on to this?”

“Why does this feel harder than it should?”

That’s usually where coaching makes the difference.

The senior leaders we work with are rarely lacking capability, what coaching does is help them access more of what is already there, often unlocking potential that hasn’t yet been realised.

And that’s where the magic happens.