Who Coaches the CEO? How Top Leaders Get the Support They Need
- pa0112
- 5 hours ago
- 3 min read
Every leader needs a sounding board, even the CEO. The higher you go, the harder it becomes to get unfiltered feedback, fresh perspective, and real space to think. Years ago, this was described as “CEO Disease”, an unflattering phrase, but it captured the reality. Too often, people avoid telling the CEO the full story for fear of being the bearer of bad news. That’s where executive-level coaching at the very top makes the difference.
The Stakes Are Higher
CEOs are under intense scrutiny. Every decision can influence shareholder confidence, media stories, and employee engagement. Mistakes can be costly, and we hear about the pressures of constant juggling all the time.Many CEOs tell us it’s hard to get uncompromising challenge internally. Colleagues have competing priorities and motives, even when intentions are good. A trusted external coach provides a space where the motive is simple, to help the CEO think clearly, make better decisions, and lead well.
Recent Gartner research found that only 32% of business leaders report achieving healthy change adoption by employees. For CEOs, that’s a stark reminder: leading organisational change is harder than ever. Executive-level coaching gives them the challenge and clarity needed to close that gap.
What Great CEO Coaching Looks Like
Confidentiality: Complete trust is non-negotiable.
Challenge: CEOs don’t need more yes-people; they need someone who will stretch their thinking.
Strategic alignment: Coaching links directly to organisational vision and stakeholder expectations.
The TLC Approach
Our coaches have supported CEOs in sectors from healthcare to financial services. Each engagement is:
Matched by experience and style, ensuring the right dynamic.
Structured around measurable outcomes agreed with both the CEO and a key stakeholder.
Flexible, recognising that priorities can shift fast at this level.
When it comes to coach matching, we go further than most. It isn’t only about whether the coach has the right executive experience (though that comes up). We also look carefully at:
Who else on the board is being coached by our team
How to ensure every member of the board feels safe with their coach
How to create the right conditions for open challenge, free from internal agendas
And when a 360 is needed, we don’t rely on a survey alone. Harvard Business Review noted that 360s are only effective when they focus on context, and behaviours that leaders can act on. That’s why, at TLC, we take an interview-based approach. By speaking directly to stakeholders, we capture not only their words but also their tone and emotions, creating a far richer picture for the CEO. This makes the feedback more meaningful, actionable, and trusted and is one of the reasons our work at the top level is so highly valued.
A Real-World Impact
" I wholeheartedly recommend The Leadership Coaches, they are truly executive level coaches, I trust them with our executives." Head of L&D, Pension Services
Why This Matters for HR & L&D Leaders
When you secure the right coaching support for your CEO, you not only help that leader perform at their best, but you also strengthen the organisation’s overall leadership culture.
Final Thought
The CEO might sit at the top of the org chart, but they’re still human. The right coaching partner gives them the space, challenge, and support they need to lead with clarity and impact.
Talk to us about coaching for senior executives.
