One of the biggest misconceptions in leadership is that coaching is for people who are struggling.
And early in your career, it can feel that way. Feedback is everywhere. Managers are watching, and your mistakes are obvious.
But as you improve, something changes.
Fewer people challenge you.
Fewer people correct you.
Fewer people are willing to tell you the truth.
And over time, your perspective narrows without you realizing it. Said differently;
The better you get, the harder it is to see what’s holding you back.
That’s why even the best in the world still have coaches. Not because they lack ability, but because they need distance from themselves.
This week, we look at why coaching becomes more valuable as performance improves, and how to gain the outside perspective needed to reach another level.
Use your gifts,
John Eades
Founder of LearnLoft | The Sales Infrastructure
P.S. Thank you to everyone who completed the survey on Monday for my keynote next week. If you consider yourself a high performer in your respective field or a leader who has helped someone break through to their next level, I would value your perspective, and it takes less than two minutes to complete.
This Week’s Poll Question
Anyone who answers this poll is entered to win a free copy of the Optimistic Outlook.
Where do you currently get your best outside perspective?
Last Week’s Poll Results
Have you ever worked for a toxic leader? (15,532 Subscribers)
Yes (60%)
No (9%)
I've worked for ineffective leaders, but not toxic ones (17%)
I’m not sure (14%)
The Optimistic Outlook (Newsletter)
The Optimistic Outlook is a daily newsletter designed to remind you to focus on the bright side, one day at a time. Join 1365+ leaders who are already improving their Optimistic Outlook.
Accelerate Leadership Workshops
If you’re reading this and thinking about your team, not just yourself, this is exactly where most organizations get stuck. Managers want to coach, but they default to managing. High performers want to improve, but they don’t consistently get an outside perspective.
That gap shows up in missed expectations, avoided conversations, and performance that plateaus instead of progresses. That’s why we created the Accelerate Leadership Workshops.
We help organizations build managers who can coach, hold accountability, and lead the conversations that actually move performance forward.
We’re opening three spots for organizations that want to strengthen manager accountability, improve difficult conversations, and build better delegation habits.
These workshops can be delivered in person or virtually. If this is something your organization needs, just reply with “workshop,” and we’ll send the details.
