But can they be coached??

I am often asked what aspects of leadership behavior can and can’t be changed.  Usually, the situation involves a leader who is behaving ineffectively.  Their leader wants to know when coaching will “work” or when it won’t.   This is a critical consideration as companies want to be assured that an investment in leadership development will result in real, sustainable behavior change that impacts business results.

While there are no firm guidelines or criteria that can guarantee 100% success, there are many considerations that can help you determine whether or not coaching will be an effective means to achieve the ends you are seeking.

1. Is it personality change or behavior change?  If you are hoping to turn an extrovert into an introvert, a spontaneous person into a meticulous planner, or a concrete, sequential thinker into a creative genius, don’t bother!  Personality is not amenable to change.  Behaviors that are PART of a personality type can be learned but it will require focus, discipline, and some degree of “rote” practice before it becomes habitual.  Make sure it is behavior and NOT  personality you wish to change—and allow 6 months to a year to see progress.
2. How aware is the person of what needs to be done differently?  Do they really understand what is ineffective about what they are doing or how they are doing it?  Do they AGREE that it is really ineffective?  If someone lacks awareness IN the MOMENT when they do or say  something ineffectively, they can’t change it yet.  If someone doesn’t really believe that others’ perceptions of their ineffectiveness have merit, they won’t bother to try to change.
3. Does the person understand the consequences of changing or not changing the behavior?  Some leaders believe the change would be nice but that it is optional.  After all, their ineffective behaviors are likely lifelong habits that no one has taken  issue with in the past.  With this belief, change isn’t likely.
4. Do they know what to replace the ineffective behavior with?  Do they know what else to do or say in those situations where their habitual responses don’t work? 
5. Last, do they personally WANT to change? 

Remember the joke “How many psychologists does it take to change a lightbulb?  One.  But the lightbulb has to WANT to change”.  Its no joke, folks.  The above considerations are essential for coaching success – look before you leap!