In most areas of life, being proactive rather than reactive makes all the difference between thriving and merely surviving. In a leadership role it can be the difference between being good and being great.
I was speaking to a coaching client recently; in fact it was just as our working relationship was coming to an end. We were exploring how we might keep in touch and check in on progress on the things we’d implemented together.
It occurred to me that coaching is rarely seen in terms of prevention and is usually used as a cure when situations have got a little out of control.
A metaphor came to mind: just as you wouldn’t wait for a fire to break out before installing batteries in your fire alarm, leaders should consider engaging in leadership coaching before challenges escalate into crises.
Coaching provides the tools, techniques, and resilience you need to handle potential issues effectively, equipping you with the confidence to navigate challenges.
An ongoing coaching relationship can help prepare you for whatever comes your way, transforming potential fires into manageable sparks. While I’m happy to act as the proverbial fire brigade, I’d much rather aim for prevention in the first place.
The importance of proactive coaching (putting batteries in the fire alarm)
As a leader, when you work with a coach on an ongoing basis, you are more likely to be equipped with the skills to anticipate challenges, rather than merely reacting to them.
You’ll find it easier to make effective decisions and solve problems. Additionally, a proactive approach to coaching will build your resilience and confidence, enabling you to handle obstacles without panic.
For your organisation, investing in coaching before issues escalate minimises potential leadership or team problems, making sure they remain as manageable sparks rather than becoming uncontrollable fires.
This not only enhances overall leadership effectiveness but makes for a more constructive, empowered culture across the organisation.
How to work with a coach
People often worry about engaging a coach in case they don’t have anything ‘worthwhile’ to discuss. The truth of the matter is that there’s no right and wrong topic to bring to a coach. We provide a listening ear, a safe and confidential space and a sounding board.
However, I do know that leaders who’ve not worked with a coach before can feel daunted about the prospect so I’ve created a free coaching needs assessment that will generate a personal report scoring you on resilience, self-doubt, self-belief, self-awareness, relationship management and person-environment fit (or whether you are in the right role and/or organisation to suit your needs).
It’s fascinating reading and explains whether you score high, medium or low against several categories and what that means for you.
You can access the assessment here – it’ll take about 15 minutes to complete and I hope you’ll agree it’s well worth it!