You’ve done the hard work of finding the right executive coach. Now what?

While choosing a coach is a critical step in your leadership journey, the real transformation begins after the contract is signed. Whether you’re working with a coach to elevate your leadership presence, navigate complexity, or shift deep-seated habits, how you show up matters just as much as who you choose.

This blog breaks down what high-performing leaders do to maximize their coaching investment—drawing on real research, expert insights, and decades of coaching science. If you want to make sure your coaching journey delivers exponential ROI—professionally and personally—read on.

Why This Blog Matters (And What It Answers)

Most-searched questions this blog answers:

  • “What should I expect from executive coaching?”
  • “How do I prepare for executive coaching sessions?”
  • “What makes someone coachable?”
  • “What are signs executive coaching is working?”
  • “How do I measure ROI from coaching?”

Coaching Is a Practice, Not a Product

Executive coaching isn’t a service you consume—it’s a practice you engage in.

As Sir John Whitmore, one of the pioneers of modern coaching, puts it:

“Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them.”
(Whitmore, 2017, p. 10)

So, if your goal is transformation—not just information—then the way you approach coaching will determine what you get from it.

The 7 Habits of Highly Coachable Leaders

Drawing on the work of global coaching experts, here are the top behaviors that set the most successful coaching clients apart:

  1. They Show Up with Real Challenges, Not Just Updates

Great coaching clients bring live, complex issues into the session—decisions they’re struggling with, relationships that feel stuck, or leadership patterns they can’t quite break.

“Effective coaching begins with an honest self-assessment and a commitment to real-time, relevant topics.”
— Noble & Kauffman, 2023

TIP: Start each session with: “Here’s what I’m really wrestling with right now…”

  1. They Reflect Between Sessions

The best coaching doesn’t happen in the session—it happens between them. Journaling, voice notes, and mental reflection help integrate insights.

“Change requires repeated focus on personal goals and values—not just feedback on performance.”
— Boyatzis, Smith, & Van Oosten, 2019

TIP: Keep a private coaching journal to track reflections, wins, and breakdowns.

  1. They Act—and Circle Back

Insight without action is entertainment. Highly coachable leaders experiment between sessions and bring results (or failures) back for review.

“Developmental coaching thrives on testing assumptions through action.”
— Berger, 2011

TIP: Choose 1–2 small behavioral experiments to try between each session.

  1. They Invite Feedback from Others

You don’t grow in a vacuum. Marshall Goldsmith’s stakeholder-centered coaching model shows the power of asking others, “How am I doing?”

“If you don’t measure it with stakeholders, you won’t change it.”
— Goldsmith, 2007

TIP: Ask 2–3 trusted colleagues, “What’s one thing I could do better as a leader?”

  1. They Lean into Discomfort

Growth and discomfort are correlated. If your coaching sessions feel cozy, you’re likely avoiding the work.

“Change is hard when you’re defending your self-image. Coaches must help leaders stay in the learning zone.”
— Kegan & Lahey, 2009

TIP: Notice when you feel defensive or exposed—those moments are gold.

  1. They Tie Coaching to Business Impact

It’s not just about feeling better—it’s about leading better. Great coaching clients connect their internal shifts to external outcomes: communication, culture, strategy.

“Coaching success is defined not just by insight, but by improved performance in complex systems.”
— Kauffman & Bachkirova, 2009

TIP: Ask yourself regularly, how is this coaching impacting my leadership outcomes?

  1. They Choose Long-Term Growth Over Quick Fixes

The goal of coaching isn’t to “solve” you—it’s to help you keep evolving as a leader and human. That takes time and practice.

“Adults develop through sustained engagement with disorienting dilemmas. Coaching can guide that process.”
— Berger, 2011

TIP: Focus on identity-level shifts, not just performance-level tweaks.

What’s Different About Working with Psychologist-Coaches?

While all effective coaches offer accountability and insight, psychologist-coaches bring rigorous training in human behavior, emotional development, and systems thinking. These professionals are often licensed, ethically bound, and trained in depth psychology—bringing safety, nuance, and trauma-informed insight to leadership development.

They’re not just helping you optimize—they’re helping you grow.

How to Track Your Progress

To know if your coaching is working, consider the following markers:

  • Behavioral Change: Are you acting differently in key moments?
  • Emotional Regulation: Are you more grounded in stressful interactions?
  • Feedback From Others: Are colleagues noticing a shift?
  • Clarity of Purpose: Are your decisions aligned with your values?
  • Business Impact: Are your results improving?

Many psychologist-coaches use 360° assessments, stakeholder interviews, or psychometrics (e.g., EQ-i 2.0, Hogan, LCP) to track change over time.

Final Word: Coaching Only Works If You Work It

Executive coaching isn’t about being fixed—it’s about being witnessed, challenged, and empowered. The most transformational outcomes happen when leaders step into the process fully ready to be honest, brave, and in it for the long game.

So, ask yourself:
Are you showing up for your growth—or just checking a box?

References (APA Style)

Berger, J. G. (2011). Changing on the job: Developing leaders for a complex world. Stanford University Press.

Boyatzis, R. E., Smith, M. L., & Van Oosten, E. B. (2019). Helping people change: Coaching with compassion for lifelong learning and growth. Harvard Business Review Press.

Goldsmith, M. (2007). What got you here won’t get you there: How successful people become even more successful. Hyperion.

Kauffman, C., & Bachkirova, T. (2009). Spinning order from chaos: How do we know what coaching is? Coaching: An International Journal of Theory, Research and Practice, 2(1), 1–9.

Kegan, R., & Lahey, L. L. (2009). Immunity to change: How to overcome it and unlock potential in yourself and your organization. Harvard Business Press.

Noble, D., & Kauffman, C. (2023). Real-time leadership: Find your winning moves when the stakes are high. Harvard Business Review Press.

Whitmore, J. (2017). Coaching for performance: The principles and practice of coaching and leadership (5th ed.). Nicholas Brealey Publishing.

Leadership Coaching Readiness Assessment

Are You Ready to Get the Most Out of Executive Coaching?

Before investing in executive coaching, it’s critical to know if you’re truly ready to do the deep, transformative work it requires.

This 10-question self-assessment is designed to help you evaluate your mindset, motivation, and environment for coaching success. It takes less than 5 minutes and will guide your next step—whether that’s hiring a coach, preparing for the journey, or starting with another form of development.

INSTRUCTIONS:

For each statement below, rate yourself from 1 to 5, where:

  • 1 = Strongly Disagree
  • 2 = Disagree
  • 3 = Neutral / Unsure
  • 4 = Agree
  • 5 = Strongly Agree

🔍 Coaching Readiness Questions:

  1. I am actively seeking feedback—even when it’s uncomfortable.
  2. I believe I have room to grow as a leader, no matter how successful I’ve been.
  3. I am willing to explore how my mindset and behavior affect others.
  4. I’m open to being challenged, not just supported.
  5. I can make time regularly for coaching, reflection, and action.
  6. I have goals that feel meaningful—but also difficult to reach alone.
  7. I’m ready to have honest, vulnerable conversations with a coach.
  8. I value growth that includes emotional intelligence—not just performance.
  9. I am motivated to apply what I learn between sessions.
  10. I want a coaching relationship that’s not just transactional—but transformational.

SCORING:

Add up your scores for a total out of 50.

YOUR RESULTS & WHAT TO DO NEXT:

41–50: Ready and Aligned

You’re highly coachable and ready to engage in a deep, transformational coaching process. You’re not just open to growth—you’re hungry for it. You have the emotional capacity, time, and self-awareness to make the most of a coaching partnership.

Next Step: Start interviewing coaches or reach out to trusted organizations that offer psychologist-led executive coaching. You’re in the right mindset for significant change and long-term leadership impact.

31–40: Open but Needs Support

You’re coachable but may benefit from clarifying your goals or building space in your schedule and mindset for deeper work. You’re likely to benefit from coaching—especially with a coach who can help you sharpen your focus and navigate ambivalence.

Next Step:

  • Spend time clarifying your “why” for coaching.
  • Consider a short consultation or exploratory session with a coach.
  • Explore leadership journaling or stakeholder feedback to increase self-awareness.

21–30: Growth Curious, Not Yet Committed

You’re interested in growth but may not be ready to engage fully in a coaching relationship. Time, mindset, or emotional bandwidth may be barriers right now.

Next Step:

  • Start with self-directed development (e.g., books, feedback conversations, leadership assessments).
  • Consider working with a mentor first.
  • Revisit coaching in 3–6 months after building more readiness.

Recommended reading:

Immunity to Change by Kegan & Lahey (2009)

10–20: Not Ready for Coaching

Coaching may not be the right investment at this time. You may be experiencing burnout, resistance to feedback, or external pressures that make deep development work difficult.

Next Step:

  • Prioritize recovery, reflection, or therapy (if appropriate).
  • Reconnect with your personal and professional values.
  • Reassess in 6–12 months with clearer capacity.

Final Thought:

Being coachable is not a fixed trait—it’s a choice and a practice.
Wherever you landed today, the fact that you’re curious about your growth is the beginning of something important.

Want to talk through your results with a licensed psychologist-coach? Contact us!

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