When Coaching Works and When It Doesn’t

Coaching is often treated as a universal solution for leadership development. In practice, its effectiveness depends far less on the coach or model and far more on the conditions surrounding the leader.

Coaching works when leaders have clarity around expectations, sufficient authority to act, and visible organizational support for change.

Without these conditions, coaching produces awareness without impact. Leaders gain insight but lack the ability to apply it.

Assessing readiness before coaching begins ensures coaching functions as an accelerator rather than a substitute for alignment.

When the context is right, coaching strengthens leadership capability and organizational effectiveness.