How to decide who gets to be coached or mentored

Not every executive will benefit from working with a coach or mentor. If you’re the person who decides which leaders get to work with an outside expert, you want to spend your budget wisely. To assess whether a struggling leader is ready for coaching or mentoring, watch for a few red flags.

  1. Be wary of an executive who always has an excuse when things go wrong. Coaching and mentoring requires self-awareness and introspection, so someone who consistently blames external factors for their problems may not be a great choice.
  2. Think carefully about a leader who favours quick-fix tactics. The best candidates for coaching and mentoring are willing to challenge their assumptions and beliefs about how to get things done.
  3. Beware of managers who delay the start of coaching or mentoring to “do more research” or “find the right person.” It may be a sign that they're just not ready to confront their issues.

The above leadership tip...
was sent in response to a question from a participant on our 10/10 leadership development and mentoring programme and adapted 4 Signs an Executive Isn’t Ready for Coaching by Matt Brubaker and Chris Mitchell. Whether you're a first time manager or an experienced leader, straightforward, practical advice on best practice is hard to find. Until now. To find out how you, your team or your organisation can benefit, please join us on our next complimentary webinar or contact us.