Is coaching right for me

Now more than ever, employees and emerging leaders need complex skills and must adapt to new ways of working in a post-pandemic world. Could coaching be the answer?

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How can LHH coaching support you

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Professional coaching provides one of the best opportunities for employees to gain valuable insights into mindsets and behaviours, build interpersonal competence, and develop skills necessary for the success of the organisation, such as performance management.

For organisations, coaching can support the development of key skills and competencies they require from their existing workforce and leaders of tomorrow, and clarify the organisation’s vision and values while equipping their workforce to deliver them.

Coaching could always be considered important for organisations that want to improve organisational performance and culture and establish a stable foundation from which to achieve strategic outcomes. But it does not always work; coaching works when it is done with the right coach at the right time.

So instead of asking ‘is coaching right for me’, Pauline Muldoon, Senior Principal Consultant at LHH Talent Solutions, encourages organisations and coachees to determine if ‘coaching is right for me right now?'

Is coaching right for me right now?

There are multiple factors to consider if your organisation is contemplating coaching for one or multiple employees. If you are focused on improving performance by developing clearly-defined skills or shifting certain behaviours in members of your workforce, then coaching could be the answer.

To help you decide whether to invest in coaching now, ask the following questions:

  1. Is there time to invest in coaching? This includes time spent with a coach and additional time to reflect on coaching sessions.
  2. Are you prepared to explore and outline areas for development?
  3. Are you willing to evolve and make personal and/or professional changes?
  4. Coaching encourages coachees to explore their mindsets and behaviours, but it is not a ‘quick fix’ for any potentially damaging mindsets or behaviours. Are you open to exploring new behaviours and ways of thinking about workplace challenges?
  5. Coaching promotes greater self-awareness. A goal is to shift any more negative underlying behaviours and improve accountability. Are you ready to be accountable for goals set? A coach will support you to find the answers, but the coachee is responsible for taking what they have learned and applying it within the workplace environment.
  6. Do you know what you want to get out of coaching? Organisations should know what they want to get out of coaching in terms of measurable business results, while coachees must align with their managers on what they need to get from coaching in terms of business impact and personal development.

If you can answer ‘yes’ to each question, coaching is likely the right step for your organisation or coachee now.

What you will get from coaching

At LHH, we approach coaching as a development process designed to help individuals and teams build the skills and growth mindset they need to drive performance in a sustainable way in line with organisational objectives. The success of any coaching programme is then measured against an organisation’s pre-defined strategic outcomes.

But at its core, coaching is:

  • A safe space from which to learn, explore and identify what you want and need to do, both individually and as an organisation, to achieve your business objectives and meet set outcomes.
  • An opportunity to develop greater self-awareness and accountability in what you do, whether personally or professionally. For future leaders, having greater awareness of others can strengthen leadership skills and enhance essential qualities, such as effective communication and collaboration.

Coachees can use their coach as a sounding board. During the programme, the coach will share observations and constructive feedback to highlight potential risk behaviours and challenge the coachee. Coaching sessions are important, but the time between sessions is equally so. Coachees should use this time to reflect on what you have learned and action feedback.

How engaged you are as a coachee during coaching makes all the difference. If you are passionate about continuing to learn and develop, and proactively seek feedback and take action to address it, then more will be gained from a coaching programme.

Coaching must be aligned with your organisation’s strategic objectives, and the coachee and their manager must agree on the desired outcome to get the most out of coaching.

At LHH, we provide an assurance that, should you invest in coaching, it will be taking place with the right person (coach) at the right time. We can help you identify what your organisation needs, and if it can be served well through coaching and what type of coaching will work best. Our coaching programmes are bespoke and moulded to fit your organisation and the coachee.


Unlock the power of coaching webinar

Pauline Muldoon, Senior Principal Consultant, LHH Talent Solutions – Coaching, Marc Dufraisse, LHH EMEA Master Coach and Christophe Touton, Senior Vice President – Global Strategic Clients, share their insights based on years of real-world experience on how to build and deliver an effective coaching program, including how to identify objectives, provide training for coaches and evaluate results.

LHH unlocking the power of coaching webinar
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