Client Perspective: Why I Considered Executive Coaching as an Educational Leader

When I first heard about executive coaching for educational leaders, I'll admit I was skeptical. I had years of experience, solid student achievement data, and what I thought was a well-functioning team. But lately, I've been noticing something that's harder to measure on spreadsheets – subtle disconnects between my intentions and how they're received by my team. 

The Wake-Up Call It wasn't one big incident that made me consider coaching. Rather, it was a collection of small moments: the slight hesitation before my teachers shared their honest opinions, the meetings where I felt like I was talking but not really connecting, and the nagging feeling that while our school was performing well on paper, we could be doing so much better.

I started wondering: How do others really perceive my leadership style? Am I as approachable as I think I am? Sure, I can craft detailed strategic plans and analyze data with the best of them, but am I truly inspiring the kind of buy-in and motivation that creates lasting change?

The Blind Spots We All Have Here's what I've learned: Even the most experienced educational leaders have blind spots. We rarely get direct feedback about our leadership presence or how we come across to others. Our staff might nod and smile in meetings, but do they truly feel inspired and motivated? Do they trust that I'll be consistent in my approach and values?

When I really thought about it, I realized:

• My vision might be clear in my head, but am I compelling enough to resonate with my team?

• During times of change or challenge, do I model the adaptability I expect from others?

• Have I created genuine, trust-based relationships, or just professional courtesy?

• When was the last time I received honest feedback about my leadership style?

  
  

Why I Signed Up for Coaching What's becoming clear to me is that being an effective educational leader isn't just about knowing what to do – it's about how we show up every day. Executive coaching helped me:

• See my blind spots and understand how I'm really coming across to others

• Develop a more compelling way to communicate my vision

• Build stronger, more authentic relationships with my staff

• Navigate changes while maintaining consistency in my leadership approach

• Ensure my actions align with my values in a way that builds trust

  
  

The Hard Truth The hardest part to admit is sometimes having a great strategy isn't enough. If my presence and execution aren't aligned with my intentions, I could be creating barriers without even realizing it. If I come across as unapproachable or inconsistent, even the best plans won't gain traction.

Looking Forward I'm seeing executive coaching not as a sign of weakness, but as an investment in becoming a more impactful leader. Just as we expect our teachers to continuously grow and develop, shouldn't we as leaders do the same? Maybe having someone in our corner – someone who can provide that direct, honest feedback we rarely get – isn't just helpful, but necessary for taking our leadership to the next level.

I don't have all the answers yet, but I'm starting to think that the question isn't whether I could benefit from executive coaching, but rather: Can I afford not to explore this opportunity for growth?