For many organisations, coaching is still seen as a solution to a problem. A manager is struggling. A team is not performing. A leader needs to “fix” something.
During our recent webinar, “Coaching with Purpose: When, Why, and How it Delivers“, Brigitte Jaquillard, Leadership Consultant & Coach at Finders, challenged this traditional view of coaching. Coaching should not be reserved for moments of difficulty. Its greatest impact often comes when it is used proactively, intentionally and strategically.
Coaching is not a repair tool: it is a development accelerator
Whatever their level of experience, the most successful leaders remain curious, self-aware and willing to evolve.
Effective coaching creates the space for leaders to:
- gain perspective
- understand their impact on others
- identify strengths and blind spots
- navigate complexity with confidence
- improve communication and leadership effectiveness
Introduced at the right moment, coaching works as a genuine lever for growth.
When is the right time for coaching?
A common misconception is that coaching should begin when performance issues appear. In reality, it often delivers the strongest return when linked to key transition moments:
- stepping into a new leadership role
- preparing future successors
- managing organisational change
- strengthening executive presence
- developing high-potential employees
- improving team collaboration
Rather than “Who needs coaching because someting is wrong?”, the most usefull question is: “Where could coaching unlock greater potential?”
Linking coaching to business objectives
A successful coaching journey does not happen in isolation. To create lasting impact, coaching needs to be connected to:
- the individual’s role and responsibilities
- organisational priorities
- concrete objectives
- real workplace challenges
Without this link, coaching remains an interesting conversation. Connected to business reality, it becomes a driver of measurable change.
Building a coaching culture
The organisations that gain the most from coaching are those that integrate it into their talent strategy.
They recognise that developing people and achieving business goals are not separate concerns: one drives the other.
A strong coaching culture encourages:
- ownership
- resilience
- better decision-making
- stronger communication
- sustainable leadership behaviours
The real question for leaders and HR teams
“Can we justify investing in coaching?” is perhaps no longer the right question. A more useful one: “Where could coaching increase performance in our organisation?”
Used with purpose, at the right time and with the right people, coaching goes well beyond personal development. It becomes a measurable investment in performance.
At Finders, our Talent Development team supports leaders and organisations in building the capabilities needed for long-term success. Our purpose is to help you build high performance teams and individuals
To find out more about our Talent Development programmes, contact our team.
Keen to know more? Watch the full webinar replay: