Do I actually need a coach, and what even is coaching?
The first time I had coaching, I did not really understand what it was.
I was a bit embarrassed to ask, because I worked in an HR department and felt I should already know. So I said nothing, and was just glad to have some development.
Starting without knowing what I wanted
My managers had told me coaching was a good thing to have, but I did not know what to expect. I looked up the definition, decided it sounded sensible, and started without any real idea of what I wanted from it. We had some good conversations, but honestly I did not feel it helped me that much. No slight on the coach at all. It was my own lack of understanding, my lack of preparation, and it was probably not the intervention I needed at the time.
That was over a decade ago. I have had a few coaches since, and the difference has been striking. It came once I understood what coaching actually is, what I wanted from it, and how much it matters to find the right coach at the right time, with the right chemistry between you.
I am not alone in that early confusion
I know capable colleagues who were not sure of the benefit of coaching and did not have coaching until very late in their careers. Later, when I was the one commissioning support for others, I was still surprised at the variability in quality and access to coaching, in the understanding of what coaching is, and in how it can help both the individual and the organisation.
So what is coaching?
If you have ever wondered what coaching even is, here is how I would answer it. The ICF defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” For me, it is simpler than that. Put plainly, it is a space to think through what is in front of you, without judgement, and to decide as yourself, with someone whose only agenda is you.
It is not mentoring, or therapy, or advice dressed up, and it is not a sign that something is wrong with you. Done well, you leave the room clearer, more confident and you act.
What I would look for now
Training as a coach myself has changed how I would commission it now. I would look for someone whose training works towards a recognised accreditation (ICF, EMCC or AC). As in every industry there are experienced coaches who do not have these credentials, but accreditation ensures the standard, and it is accessible for all coaches to do. That is what I have been working towards this year, and I complete it this month.
The depth of the training, the evidence base, the hours of real practice, a genuine understanding of how the mind and body work, whilst personalised to the individual and their needs, alongside someone who understands the leadership challenges you carry, adds so much.
So, do you actually need one?
Not everyone does, and not at every moment. But if you have been curious about coaching for yourself, that instinct is worth listening to. Ask a coach what makes them credible, and whether they have carried the kind of weight you carry. The right one will welcome the question.
If it would help to talk it through, I work with senior leaders one to one, and I am always happy to have an honest conversation about whether it is the right thing for you, at the right time, with no pressure either way. You can book a free call here: https://calendly.com/beccabradd-rbpeopleleadership/discovery-call
Lead from who you are.
Becca
Get in touch: beccabradd@rbpeopleleadership.co.uk
Becca Bradd is an executive and leadership coach and the founder of RB People and Leadership Advisory Ltd. She spent over twenty years in the NHS, including five at Board level as a People Director, and works with senior leaders, those stepping into executive roles, and leaders who face barriers to leadership.