Why do Leaders Need Coaching?

Leaders Need Coaching

The majority of leaders are underperforming in today’s climate of heightened performance expectations. One explanation is that the leader is preoccupied with the duties and outcomes, but the individuals they are in charge of are interested in connections, contributions, and praise for their efforts. It is impossible to measure or define leadership in terms of absolutes or zeros and ones. 


The organisational culture can be used to evaluate a leader’s effectiveness. Is it a place you’d like to work? Do people deliberately search for work there? Does the organization’s leadership increase employee engagement? Can the company’s executives successfully communicate the company’s values and achieve the desired results?

This exceptional leadership requires a tremendous lot of experience. But it’s important to remember that leaders could undergo training. If you’re looking for instances of leadership training, bear in mind that good leadership training calls for some original thinking. 

In order to assist achieve goals, executive coaching for leaders offers a “forced focus” on development-related issues, skill-building, and empowerment. More engagement and higher performance typically result when the leader coaches their direct reports rather than commanding them. Because of higher productivity, reduced turnover, and cheaper healthcare, high-engagement businesses are more lucrative.


The strongest reason is growth. 


If your leaders are not committed to continual personal and professional improvement, your organisation will eventually stagnate. The success of an organisation is limited by its members’ leadership abilities, according to the Law of the Lid, the first lesson in John C. Maxwell’s book The 21 Irrefutable Laws of Leadership.

  • Rapid globalisation: By 2025, the majority of the Forbes Global 2000 listed firms will be based in emerging nations. Executives will need to develop new skills in order to manage teams across borders and get through physical and cultural boundaries.
  • Rise of remote workers: Within 10 years, the US employment will be made up of 50% contractors and independent workers. Leaders must develop their ability to inspire and encourage dispersed teams in addition to managing them.
  • Gen Y (Millennials) and Gen Z are taking up leadership roles and presenting novel ideas for work and education, illustrating the generational distinctions. It puts pressure on traditional leadership techniques and calls for Singapore leadership training to bridge gaps.
  • The convincing argument in favour of spending money on training leaders is the existence of the leadership gap, or the fact that organisations struggle to fill leadership positions.


We don’t think deeply for very long.


Reflection is a skill that is being forgotten. Although leaders are skilled at acting quickly, they all need to improve their ability to think slowly when a situation is less urgent. Slow thinking is the intentional form of thinking engaged in attention, contemplation, reasoning, or analysis, as described in Daniel Kahneman’s book Thinking, Fast and Slow.

By challenging your thinking and perspective, a coach can help you think more deeply and longer to enhance your decision-making. A growing attitude vs a fixed mindset can you concentrate on? What might a proactive vs reactive reaction look like?

Your strengths need to be strengthened and expanded, while derailers need to be found. Gaining deeper insight into your abilities, which is difficult to achieve on your own, is the primary goal for coaching for leaders or training. We all possess a negative bias, so as a defence mechanism, while we are operating on autopilot we turn to “what is wrong or may be wrong.”

Your coach can help you pinpoint your talents, develop them, utilise them more often, and extend them to address your weaknesses. When a client’s magnetic pull causes them to focus on their vulnerabilities, this is frequently accomplished by maintaining the strong concentration for a longer period of time.


To improve and expand the methods managers use to become more effective both individually and as a team.


because we only have a limited amount of strategies for dealing with a restricted range of circumstances. However, as life goes on, it gets more and more challenging. Without the flexibility to adopt new practises, we revert to what we already know.

In order to see a fresh solution or broaden your range of options, you may need to rise beyond the difficulty or problem you are now facing.


To employ fresh, different, and numerous additional work optimization techniques.


When it rains, water flows onto and into the earth in the most efficient manner. A tree always seeks for new, more effective methods to catch the sun’s rays as it develops.

On the same track, people were stranded. Opportunities present themselves, but they are still travelling down the same routes. coaching for leaders teaches one to be adaptable, to better understand and deal with the ever changing world around them.


To re-discover the always inspiring rationale behind what is done each day


A bird never forgets the reasons it takes flight. Man does it. A bird is obviously a basic animal. It is not a guy.

We focus on the hows and whats when we are really involved in our work and everyday activities. We lose sight of the reasons. After our holidays are over, the question “why do I go to work?” serves as a daily reminder of the purpose of our life. Why not reside on this beach my entire life? I live because Such breaks, holidays, and silent periods raise existential, fundamental, and deeply significant issues.


Must be able to select the best course of action from a variety of available options.


People make decisions using a variety of criteria, including enjoyment, self-interest, other people’s interests, necessity, availability, want, and inner intuition. What about you? Is it the finest? Is it suitable in all circumstances? People make decisions using both long- and short-term time horizons. What about you? Is it the best option in every circumstance?

What are your operational criteria, then? How do you assess several options, compare them, and select the best one? How quickly do you make decisions? Are you taught to make the right choice at any moment, in any situation, anyplace by being objective and logical?


Leadership coaching is important and effective.


Leadership coaching with a career coach Singapore, which is sometimes misunderstood to be synonymous with mentoring, is a personalised development technique that aids company leaders at all levels in enhancing their existing competencies and building new ones.

Business executives are under a lot of stress nowadays. Many struggle with the transition to remote work, losing important talent to The Great Resignation, and managing the epidemic both emotionally and professionally. During this time of intense pressure and disruptive change, are your leaders receiving enough support? Do their direct reports have confidence in their capacity to manage it? Employees who trust their leaders’ talents are 14 times more likely to be totally engaged at work, according to some 2020 study from ADP.


They get the ability to create and incorporate fresh viewpoints into their job.


Everyone has blind spots, including effective leaders. The largest issues frequently arise when we are unable to identify them. Leadership coaching from career coach Singapore encourages leaders to take a fresh look at their jobs, organisations, and even themselves. Leaders may better support long-term profitable company outcomes when they recognise and utilise this variety of opinion.

An underappreciated way to assist leaders with comprehending a wide range of challenges and developing a toolbox to tackle them is by helping them develop leadership competencies including self awareness, communication, and interpersonal skills. For instance, developing soft skills like self-awareness may significantly enhance tough manager-employee interactions.




To create a more diversified talent stream, organisations might employ leadership coaching. This investment in organisational growth democratises development possibilities when it is accessible to leaders at all levels rather than just those in high positions. Giving underrepresented groups individualised executive coaching Singapore may change the perceptions of existing leaders and show them how to establish a more inclusive workplace, which contributes to the diversification of your leadership pipeline.

Why Invest in Leadership Training and Development?

Growth is the most persuasive argument. Your organisation will eventually stagnate if your executives are not dedicated to ongoing personal and professional growth. According to the Law of the Lid, the first lesson in John C. Maxwell’s book The 21 Irrefutable Laws of Leadership, the success of an organisation is constrained by the leadership skills of its members.

  • Rapid globalisation: By 2025, developing economies will be home to most of the Forbes Global 2000 listed corporations. In order to manage teams across borders and override physical and cultural barriers, executives will need to acquire new abilities.
  • Rise of remote employees: Within ten years, contractors and independent workers will make up half of the US workforce. In addition to learning how to manage scattered teams, leaders also need to understand how to motivate and inspire them.
  • Generational differences: Gen Y (Millennials) and Gen Z are taking leadership roles and introducing fresh ideas for employment and education. It necessitates Singapore leadership training to bridge disparities and puts strain on conventional leadership practices.

The leadership gap, or the reality that businesses are having trouble filling leadership roles, is the third strong argument in favour of investing in educating leaders.

Five Models of Outstanding Leadership Education

So what are some effective cases of leadership development? Leadership cannot be quantified in zeros and ones or described in absolutes. A company’s culture may be used to gauge a leader’s performance. Is it a desirable place to work? Do individuals proactively look for employment there? Does the leadership of the organisation boost employee engagement? Are the company’s executives able to effectively convey the company’s values and produce desirable outcomes?


A great deal of expertise is necessary for this remarkable leadership. But it’s essential to keep in mind that leaders may be trained. If you’re seeking for leadership training examples, keep in mind that excellent leadership training requires some creative thought. Here are five instances of effective leadership development:




If you want outstanding leadership, you must invest in it. Part of that investment should include giving your leaders access to conferences that give Singapore leadership training in areas like decision-making or delegation. Any organisation that aspires to be an employer of choice looks to support this kind of comprehensive leadership development experience. This involves both a time investment and a money one.


Conference-based Singapore leadership training examples include breakout sessions, general conference presentations, and conference intensives, all of which provide your leaders the chance to network and hone their interpersonal and relationship skills.




Your leaders must be accessible to the public, but with everything else on their plates, this may be a difficult task. strategically look for exposure chances for your leaders. As they lead initiatives both inside and beyond the firm, assist your leaders in becoming accustomed to the exposure needed.


By doing this, they become known throughout the organisation, and in turn, they engage with current leaders and gain knowledge from them. This public recognition encourages them to continue to develop and contribute to the business.


Giving your leaders instruction in public speaking and chances to practise it is an example of leadership development via strategic exposure. This can entail making presentations to staff, board members, and other leaders.




Many businesses now use micro-mentoring as an example of leadership development to provide their leaders the chance to get guidance from a more seasoned team member. People who are selected or employed as micro-mentors offer advice to younger leaders in a programme with time- and goal-specific objectives.


Mentors use their knowledge or area of expertise to concentrate on critical advancements. Leading activities, community service projects, and workshops are now a component of the business’ commitment in employee development and leadership facilitation thanks to these micro-mentorship programmes.




Another type of leadership training is interactive eLearning, which has increased in popularity and effectiveness as teams – and their leaders – have become more and more geographically varied. Employers of choice are aware that offering standardised leadership training throughout the company strengthens the bond between their leadership team members. Look for eLearning that gives leaders the soft skills they need to encourage, support, and strengthen teams.


This illustration of leadership training covers a range of subjects and learning preferences, and includes video, interactive quizzes, downloadable content, and the option to “theme” the Singapore leadership training, for the entire business. With the ability to review what they’ve learned as needed, interactive eLearning may give your leaders a more memorable approach to hone their leadership abilities.




The process of being a sought-after employer doesn’t end when your executives leave the office for the day. There is no greater example of leadership training if you want your leaders to have the expertise necessary to motivate others. Give the chance for leaders to donate their time. Even paid time off is frequently provided by employers for community service.

Your leaders receive practical experience in making informed decisions, networking, and resolving urgent concerns by volunteering with neighbourhood groups. When the objective is attained, having a shared sense of a larger purpose makes the entire company feel accomplished. Who wouldn’t want devoted, enthusiastic, and content leaders?


Make sure you’re defining what outstanding leadership looks like in your organization’s culture before searching for the best leadership development options. Your leaders won’t be able to exhibit the attributes your organisation values until you discuss what a good leader looks like and express it. Give them the time and room to reflect about the qualities great leaders of today require. Give children the chance to showcase their own leadership skills and let them take satisfaction in being a part of the creative process.


portrait_Yolanda Yu_YL_r

Yolanda Yu

  • 𝗣𝗖𝗖 ICF Certified Executive Coach
  • 𝗣𝗲𝗮𝗸𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲ᵀᴹ Career Coach
  • Ex-Visa Ex-Alibaba business leader
  • 🐧Penguin Author
  • Ex-Headhunter