Six Reasons Some Executives Give Up

Executive Coaching for Business

How do you help leaders succeed?

Give them some leadership coaching, that's the widely accepted solution.

Then why do some executives give up on leadership coaching programs designed to help them improve?

Leverage Opportunity

Executive coaching offers a tremendous opportunity to leverage leadership talent and resources.

Coaching is no longer reserved for problem leaders.

It is more frequently sought by top performers whose organisations value their management and growth potential.

Yet, sometimes leadership coaching programs just don't work. Why?

Why Leaders Give Up

When it comes to change, some leaders lose motivation and fail to "stick with the program." Marshall Goldsmith, the renowned executive coach who has worked with many Fortune 100 leaders, reports on several reasons why leaders give up.

Regardless of the leadership coach's competence, failure to achieve goals may occur for several reasons:

1. Ownership

The more leaders feel the process is being imposed upon them or that they are just casually "trying it out," the less likely the leadership coaching process will work.

If leaders are simply "playing games," with no clear commitment, their bosses must be willing to discontinue the leadership coaching process-for the good of both the company and the coaching profession.

2. Time

Goal setters have a natural tendency to underestimate the time needed to reach targets.

Busy, impatient leaders can be even more time-sensitive than the general population.

Ordinarily, our behaviour changes long before our co-workers perceive any change.

3. Difficulty

Goal setters' optimism applies to difficulty, as well as time.

Not only does everything take longer than we think; it also requires hard work!

Long-term change in leadership effectiveness takes real effort.

For example, it can be challenging for busy, opinionated leaders to have the discipline to stop and listen patiently while others say things they may not want to hear.

4. Distractions

Leaders have a tendency to underestimate the distractions and competing goals that will invariably surface in any given year.

By planning for distractions in advance, leaders can set realistic expectations for change and, consequently, will be less likely to renounce the change process.

5. Rewards

Leaders tend to become disappointed when the achievement of one goal doesn't immediately translate into the achievement of other goals.

If leaders think skills improvement will quickly lead to short-term profits, promotions or recognition, they may become disappointed and give up when these things fail to materialise instantaneously.

6. Maintenance

Once a leader has put forth the effort required to achieve a goal, it can be tough to maintain leadership behaviours that incorporate the new changes.

Leaders must recognise that professional development is an ongoing process, with a lifelong commitment.

Leadership involves relationships-and relationships and people change.

Maintaining positive relationships requires a long-term effort.