Exploding Six Executive Coaching Myths That Might Be Holding You Back

Working with an executive coach to help you get the best out of your life and work?  Here is a list of six executive coaching myths that might help you to understand what coaching is and isn’t.

1. Coaching isn’t about psychological therapy

Coaching is a confidential and trusting one-on-one professional relationship with an impartial third-party. Coaching is about an evolving conversation to profoundly improve your effectiveness in life and work, without taking you away from your job.

2. Coaching isn’t about having a loose conversation

Coaching is about a focused one-on-one conversation geared towards identifying and turning your challenges into opportunities. Your coach holds you accountable as you propel yourself towards a brilliant and tangible future.

3. Coaching isn’t about dealing with under-performing people

Many successful executives use coaches to unleash the their full potential – especially in times of change. Coaches have a goal of improving you leadership and interpersonal skills through impartial and clear-speaking developmental feedback. Executive coaching is all about achieving high performance that is aligned with personal or organizational goals.

4. Coaching isn’t about giving you all of the answers

Coaches are committed to the belief that the answers are within you. Think of your coach as a thinking partner. Your coach can help you to reframe your point of view to discover your unlimited potential.

5. Coaching isn’t something that everyone can do

Coaching is a profession that requires advanced training and accreditation in communication skills and knowledge of human behaviour. Coaches build trusting relationships. Their curiosity, experience, compassion and a unique commitment to help others to reach their full potential. Coaches follow an unbreakable code of ethics that guarantees confidentiality.

6. Coaching isn’t for everyone

You must be open to feedback and positive reinvigorating change. You are your future. Are you up for the coaching challenge? Are these executive coaching myths holding you back?

Are any of these executive coaching myths holding you back? 


Why are transformative leaders so rare?



Leadership Development Profile
Leadership Development Profile

Marlatt Coaching & Consulting is accredited to deliver the Harthill Leadership Development Profile

The Leadership Development Profile describes crucial sense-making processes by which people interpret and give meaning to their experiences, and then structure them into more-or-less coherent worldviews and characteristic patterns of action. We describe these worldviews and characteristic patterns of action as Action Logics.” – Harthill Consulting

Why Are Transformative Leaders So Rare?

Have you ever wondered why leaders fail to change broken, dysfunctional, workplaces. Or why they don’t know how to deal with conflict? Or why they seem to just play politics, and think about their own self interest? Check out the Leadership Development Framework to get some clues about transformative leadership.

Understanding Leadership Through The LDF

One way to understand leadership is through the lens of human development. The Leadership Development Framework (LDF) is based on the theoretical work of Jane Loevinger, William Torbert and Susanne Cook-Greuter. It was developed by the Harthill Consulting Limited to help individuals, teams and organizations to understand how adult development can impact leadership style and efficacy.

The Leadership Development Framework takes human developmental stage theory to a practical application.  It depicts a leader’s unique way of meaning-making and logics-of-action in response to encounters with other people or situations.

The framework provides a way of understanding how an individual’s cognitive, affective and inter-relational responses to life-events can reflect on their leadership effectiveness.

Leadership Development and Sense Making

The LDF framework is based on rigorous research and claims that individuals in western society adopt different ways of meaning making and logics-of-action.

What is your Leadership Logic-of-Action?

The general sequence of adult cognitive development is mapped sequentially from early to late stages as:

Opportunist > Diplomat > Expert > Achiever > Individualist > Strategist > Alchemist

Opportunists see the world through a lens of self-service.  

Diplomats act in a way that honours rules in service of authority.

Experts belief in their correctness as problem-solvers.

Achievers focus on serving and achieving organizational goals and objectives.

Individualists are a transitional type and often show up as excellent coaches and consultants.

Strategists are adept at creating personal and organizational transformation. 

Imagine how your organization might operate with a few Strategists in the mix.

The Diplomat, Expert and Achiever modes are most common in the world-of-work. The Achiever is the ideal developmental target for many leaders, and business. The rare Strategist can be adept at leading organizational transformation because of their ability to understand and engage with the complexity of organizational systems.

An example distribution of individuals in the world of work by action logics is presented in the following table.