When executives or leaders receive coaching by an outside executive coach they should remember to bring that ‘coach’ in to meet and talk with the members of the team that leader is working with. Otherwise leaders are often left getting advice, perspectives, information limited by their lone perspective. Which, is very likely incomplete and sometimes out of touch altogether.
I have seen this happen where someone goes to someone else for input or coaching and that person is completely disconnected from the organization, actual work, and the people involved other than the one leader. This can create more problems, not less, especially if the leader really trusts the person giving the input. When the advice or input is then brought back into some kind of action at the organization, cynicism can grow and push back happens because the people doing the work feel completely misrepresented, misunderstood, and manipulated. Then the leader goes back to report the problem only to have the coach double down on what’s already not working.
When I work with leaders and we embark on a 5 Dysfunctions of a Team workshop where, beforehand, everyone takes an online assessment of how the team is doing against the 5 dysfunctions, I always ask the leader how good they think trust is on their team. And I have never once had a leader guess that it was worse than it was. In fact, it’s the opposite. They always think their team’s trust is much better than it is only to be shocked to discover that it’s rarely as good as they think. And then we get to work.
If you want to use a business coach to help develop you as a leader, be sure and bring them in to work with the team too. You may have great conversations with that coach and build a wonderful rapport, which is great, but just remember its likely to be lopsided and that can do damage.