Over the years, we’ve had the privilege of helping hundreds of healthcare leaders transform their organizations, build careers and relationships they’re proud of. And yet, we find some myths persist in our industry when it comes to executive coaching.
In this post, we cover three common myths that can hold leaders back from advancing their influence and careers and how to optimize a coaching experience.
Myth 1: “Executive coaching is a remedial measure.”
While executive coaching is far more common and understood in other industries, people in healthcare tend to think coaching is meant to fix someone. Honestly, we work with the opposite.
Our coaching clients are high-performing leaders who want to put in the time and investment to evolve their career, influence, and relationships to the next level. It doesn’t make much sense, as an organization, to invest that much time and dollars into individuals who don’t have the same openness or willingness.
This misconception persists because people often confuse coaching with other professional services like consulting or therapy. Unlike consulting, where experts provide solutions, coaching focuses on helping leaders unlock their potential through guided self-discovery.
Therapy, traditionally, treats it from the past, while coaching is oriented toward the future and focuses on the realization of specific goals that the client has set.
Myth 2: “An executive coach will tell me how to do my job.”
Rather than telling you how to do your job, an executive coach focuses on understanding your leadership posture. What are your communication preferences? What about your natural tendencies? What’s your work environment like? What are the key relationships you have?
Understanding these and other factors enables your coach to ask the right questions and guide you on strategies and principles you can apply successfully to different situations.
Most people think of a coach as a consultant or mentor, that is, as a person who gives direct instructions or advice on how to perform particular tasks. Executive coaching is something completely different.
Instead of instructing leaders what to do, a coach develops their potential for solving problems by steering them through questioning, challenging their assumptions, and creating self-reflection.
Myth 3: “An executive coach will help me make drastic, lasting changes quickly.”
Occasionally leaders come to us and ask for a short-term engagement, as in three, four or six weeks. But new habits take far longer than that. The popular notion that it takes three weeks to form a habit is false; throw it out. In reality, research tells us it takes 254 days for behavioral change to happen.
With that in mind, having a coach alongside you for 6–18 months while you experience what it’s like to shift the way you lead is where you see huge, transformational change.
This myth is alive because of the widespread belief in quick fixes and rapid transformations, often fueled by popular culture and media. Many people are drawn to the idea that significant change can happen overnight, which usually leads them to think that a coach will provide a shortcut to success.
The rise of “miracle” solutions in self-help books, motivational seminars, and even some leadership programs contributes to this misconception. These sources often promise fast results without emphasizing the effort and time required for meaningful change.
True change, especially at the leadership level, takes time. It involves unlearning rooted habits, adopting new ways of thinking, and gradually shifting the leadership approach. While the idea of a quick transformation is appealing, it overlooks the complexity of personal and professional growth.
Optimizing Your Executive Coaching Experience
During coaching sessions, you can expect reflective conversations that explore your values, beliefs, and behaviors to identify areas for growth. The discussions are goal-oriented and centered on your objectives.
Through the process, you will receive regular feedback and be encouraged to reflect on your actions and decisions, which helps reinforce learning and supports continuous improvement.
Here are some tips for leaders considering executive coaching:
Selecting the Right Coach
Look for a coach whose approach and personality align with your leadership style and goals. A good coach should challenge you but also make you feel understood and supported.
Check if the coach has relevant certifications and experience in your industry or is familiar with the leadership challenges you face. Talk to others who have worked with the coach to understand their experience and outcomes.
Maximizing the Benefits
The more transparent you are about your challenges and aspirations, the more effective the coaching will be. Don’t hold back from discussing your fears or uncertainties. Engage fully in the process, attend all sessions, and apply what you learn between meetings.
Work with your coach to establish measurable goals to track your progress and see long-term results. Remember that change takes time. Trust in the process, and continue to work on your development.
Ready to take the next step in your journey? Explore our Unmatched Expertise in Healthcare Coaching.
Prior to my MEDI Leadership coaching experience, I had a coach from another organization. MEDI was completely different. They went deeper, helping me to transform my leadership posture. Since working with MEDI Leadership, my professional and personal life have come into balance, and I’m certain I would not have accomplished all that I did without the guidance and relationship with my MEDI coach. ~ JAYME PU’U, V.P. Internal Affairs, HMSA
