Why executive coaching is the new norm for resilient organisations

Why Executive Coaching is essential for resilient organisations

This article will outline a manager’s guide to executive coaching and why resilient organisations use coaching to develop their manager’s skills and talents.  It will give an introduction to coaching and assess the pros and cons of using internal or external coaches and when coaching would not be the best way forward.

As we move into a more complex hybrid working environment; it means that communication between remote work teams will be vital. 

Employers are recognising the increased pressure on channels of communication.  Ensuring that the communication lines between leadership and customer-facing colleagues need to be more effective. 

Coaching increasing the skills of managers and often bridges the information gap in a way that the entire team remains engaged.

Bringing these teams together in an effective and engaging way where every team member feels heard and valued.  Communication in a hybrid model means that organisations are creating an open coaching culture that benefits the individual and the organisation and ensures high-level productivity is retained.

What is executive coaching?

In the technology-driven, fast-paced environment most managers work in, it can feel lonely at the top. 

Executive coaching offers managers the time and space to assess their goals, achievements and find a way forward through being stuck with business and personal dilemmas. Coaching resilience skills benefits the individual manager in their everyday life as well as developing communication skills at work

If you are interested in finding out more about the cost of mental health click here to DOWNLOAD: White Paper How much is mental ill-health in the workplace costing?

Coaching gives managers self-awareness around clarifying their goals and achieving their personal and professional objectives and unlock their potential.  Solving the issues that they face daily. Coaches will refrain from giving direct advice and instead give the opportunity for the executive to clarify and solve their own problems so that they have this skill for future obstacles.

Executive coaches offer an objective sounding board and space for managers to develop their skills around employee relationships or getting ready for a larger role within in the business with more responsibilities.  Transition coaching allows managers time to consider and address new issues in their role that they will face in a safe and supported environment.

Adele brings enthusiasm, energy, great knowledge and experience to her work. It’s so good to hear from someone as passionate about how we can all manage and improve our mental agility and resilience, so as to lead healthier and more fulfilled lives, both at work and at home.”

Resilience in the workplace testimonial
Phil Casey Managing Principal Business Development at Punter Southall Aspire

What are the benefits of executive coaching for an organisation?

The benefits of executive coaching are extensive and include improved self-awareness, and therefore self-regulation so that issues around managing a team can be dealt with effectively and efficiently.

  • Increased levels of empathy amongst team leaders are a recognised benefit of executive coaching so that team members have increased levels of engagement and motivation.
  • Improved leadership abilities in team leaders mean that disputes are solved quicker, and communication and outcomes delivered faster. 
  • Better social skills benefit the manager at work and during their working life and home life.
Executive Coaching

Why do resilient organisations need an executive coaching programme?

Senior leaders can feel alone in their roles, other managers in the same position can often be busy or have competing issues that they need support with.  An executive coaching programme within an organisation will help leaders to:

  • reclaim their self-belief,
  • contribute to their learning
  • enable them to see a wider perspective,
  • provides a supportive relationship often missing in more senior roles
  • gives leaders thinking time and space.

What would an executive coaching programme look like for your organisation?

Leaders will often request coaching when they are facing a work challenge. 

Coaching gives these leaders space and time to explore alternative solutions in a confidential manner that offers an experiential learning experience.

Coaching develops managers skills and provides helpful cognitive strategies and enhances their role as managers and team leaders in a proactive preventative approach to issues in the workplace.

What are the disadvantages of using an external executive coach?

Using an internal coaching programme means that the coach has hands-on knowledge and intimate knowledge of the company.  The coach is already aware of the political climate of the organisation and able to dive straight in without any catch-up conversation.

This means that internal coaches can quickly get to the heart of the matter.  A direct and cost-effective solution to creating skilful and agile teams.

Having this coaching resource to hand means that managers can use this resource quickly and in a timely manner which means that they will get the resources to hand when they are most needed.

Coaches are trained to be objective, and an internal coach can remain distanced and retain personal and professional objectivity.  However, there may be on occasions a level of distrust within managers and coachee with an internal coach, fearing that conversations are not confidential and will ultimately get back to their line managers and affect their career trajectory, therefore, making getting to the heart of the matter a little more difficult.

In addition, coming forward to an internal coach may feel inappropriate or difficult for some managers, who would prefer to use an external and ‘objective’ coaching perspective. 

In addition, internal coaches may be ‘influenced’ by the internal politics of organisations and as part of the senior leadership team may feel torn between the company and organisational goals and the individuals.

Ultimately the decision as to whether have an internal coaching structure or use an external resource comes down to budget and timing restraints, which needs to be considered for individual organisations.

Next steps

Lee Jennings Pension Planning at Openworks


“Adele’s coaching session was very valuable and well-timed during COVID lockdown, working from home.”

If your organisation is looking to incorporate coaching programme or would like to investigate the opportunities that coaching can offer  please email me to discuss your organisational requirements or book an appointment straight in my diary

To move your resilience training forward, the next step is to book a call with me, Adele Stickland and together we can discover what stage your organisation is currently at, and how you can best implement the most proactive strategy that will serve your employees.


#corporatewellbeing #resilientleadership #resiliencecoach

Adele Stickland

Adele Stickland

With over 20 years of experience in the wellbeing industry, Adele has a unique insight into stress awareness and resilience within organisations. With a powerful combination of personal experience and industry background Adele is ideally placed to understand the needs of organisations looking to improve corporate Resilience Programmes and specifically tailor them to their requirements. As a former leader in the marketing world, Adele was employed in a variety of corporate roles spanning advertising, retail, and marketing together with over 20 years of running her own wellness business. After becoming a victim of ambition-burnout herself, through personal development, training and learning. Adele recognises that resilience is a skill that can be learned and developed using a crafted framework bespoke to each organisation.

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The outmoded managerial style of ‘command and control’ where line managers talk at staff and tell them what to do, fails to motivate. Instead inviting a considered coaching approach and a managerial style that engages staff to find out their needs works best

When employees lack agency or purpose, when they are offered little value or understanding of their role, they are unmotivated which adds to feelings of being out of control and increases their levels of stress.

When employees feel that they are not in control of their jobs their stress levels soar.

When employees feel empowered and valued in their roles they thrive.