For centuries, individuals in leadership positions have relied upon others to provide input and advice. Executive coaches do for your leadership skills what personal trainers do for your physical fitness.
According to Harvard Business Review, " Ten years ago, most companies engaged a coach to help fix toxic behavior at the top. Today, most coaching is about developing the capabilities of high-potential performers." In their study HBR found coaches are engaged to develop high potentials or facilitate transition (48%), act as a sounding board (26%), and address derailing behavior (12%).
Coaching can be a critical component to ensuring you have highly developed leaders who will continue to drive your organization forward. It is also a component of long term professional development valued by employees, which can lead to increased engagement. When times are tough, coaching can be even more important. Leaders need sounding boards that are outside the bounds of their day to day organization to help reformulate ideas, ensure empathetic and transparent communication, and provide honest feedback in a safe space about their impact.
During the trying times we have undergone and those that are still in front of us, coaching will be an important component to an organizational leader's long term success.