I recently shared that oftentimes, organizations overlook, if not set aside, leadership development initiatives. And this could be a big mistake.
Gallup’s global research shows that employees are looking not just for a clear vision of the future, but more importantly, would like to understand what role they play in it. Leaders greatly impact employee engagement, a key driver of productivity, retention and overall employee experience.
Leaders are dealing with so much! Aside from employee engagement, they also have to deal with economic, environmental or political risks impacting the business, annual and quarterly performance targets, organizational culture, managing change, administrative tasks and approval, and some fire fighting along the way.
So if they aren’t getting the support they need for their own development and overall wellbeing, who’s going to help them?
Sometimes, even the executives themselves think they don’t need help.
After all, they found their way to the top, right? They must know it all.
That’s where we seem to have gotten it wrong.
You won’t fully realize the benefits of your other leadership development programs, without support and alignment from the top
Here’s a common scenario.
A company organizes Coaching Skills Program for their supervisors and middle managers. They decide not to send their executives thinking, “They don’t need it. It’s too basic for their level.” But what we Coach-Facilitators hear from our participants is different.
“But my boss is very directive. He doesn’t listen to what we say.”
“How can I change the culture, if my boss doesn’t care about psychological safety?”
“My boss should also attend this.”
While we do our best to empower these leaders to manage upward, or to use what is in their sphere of influence, such programs will only be fully effective if the executives themselves speak the same language and share the same mindsets.
Executives are not exempted from the evolution of the world of work
“You can’t teach old dogs new tricks,” they say.
I say this is a convenient excuse for someone who is resisting to learn.
The most successful executives I know (and have coached) all have the intellectual humility and the genuine curiosity to keep learning. They enroll themselves in courses, not because they have the financial capacity, but because they know that regardless of position or stature, they still have a lot to learn. They welcome opportunities to be coached, mentored or even reverse-mentored. They diligently do their homework in programs they’re attending and don’t think they’re too special or too experienced to do these things.
All of them are not only successful. They’re thriving, content and happy too.
It can be lonely at the top
Leadership has its perks, and usually this is what others see on the outside. What many don’t know is what happens behind the scenes – the untold stories of leadership.
It’s tough for executives to find a safe space to be vulnerable. The fear of judgment and being seen as weak or incompetent are real challenges. And this is where having an external executive coach is beneficial. Coaching creates a safe space where executives can finally roll up their sleeves, lean back on the chair, and say, “I had a tough day. I don’t think I am cut out for this position.”
Coaching helps
Whether you inherited a position because of your last name, or out of merit through your hard work, leadership development is an on-going need. You’ll never grow out of it. Because the world will keep changing even after we’ve reached the peak of your career or have secured the biggest office at the top floor.
In my work coaching executives and other leaders at different levels, here’s what some of my clients tell me after our Coaching Engagements.
💬 I’m grateful to have the space to be me. I am not able to share this with anyone else.
💬 It’s good to be able to say my ideas out loud and process my thoughts about this decision.
💬 I know I still have a lot to learn, but out conversations helped me map out a clear plan.
💬 I know myself better now. I am better able to navigate these challenges.
💬 I think I can handle my next difficult conversation differently next time.
Do any of these resonate with you?
Maybe it’s time to start exploring coaching.
Get in touch if you’d like to work with me.
No Special tools needed. You can start today, and do it consistently to make a difference. Coach Kurly de Guzman is a Career and Leadership Coach and one of a LinkedIn’s Top Voice based in the Philippines. She continuously seeks ways to help coaches, leaders and teams thrive through her newsletter, leadership and career development workshops as well as group and 1:1 coaching session for clients.
To work with Kurly, send an email to hello@kurlydeguzman.com or book an exploratory call to discuss your organization’s needs here
