How to Approach Staff for Leadership Coaching: A Guide for HR Managers
Leadership coaching can be an awesomely transformative experience for hospitality professionals. It equips leaders with the tools to inspire their teams, solve complex problems, and create meaningful guest experiences. But here’s the key: for coaching to truly work, your team members need to want it. Coaching isn’t something to be forced on staff or used as a corrective measure. It’s a growth-driven opportunity that allows leaders to unlock their full potential. This is why the way you approach your employees about coaching is just as important or even more imporant as the coaching itself for your best ROI. If you’re an HR manager or senior leader in the hospitality industry, here’s how to introduce leadership coaching in a way that excites and motivates your team.
Why Coaching Resonates, Especially with Younger Generations
Leadership or executive coaching is especially appealing to younger generations in the workforce, such as millennials and Gen Z. These employees highly value development opportunities and want to feel that their organization is invested in their growth. We can see right here, a study by LinkedIn found that "94% of employees would stay at a company longer if it invested in their learning and development." Coaching represents more than skill-building for these generations; it’s a sign that their employer sees their potential and is willing to help them grow into future leaders. They’re not just open to coaching; they thrive on it, framing coaching as a perk rather than a requirement; you’ll find that your staff, especially younger team members, will be eager to participate.
Established professionals in their careers may be initially resilient, although with a phrase such as: "Executive coaching is a strategic investment we make in leaders who show strong potential for growth and increased impact. You bring some very valuable experience, and coaching can help unlock new approaches that will benefit both you and our organization." Also, remind the prospective coaching candidate that the relationship with the coach is a private one and only high-level information will be shared (this needs to be affirmed by the coaching organization you choose, but more often than not, this is the case.)
This framing positions coaching as a growth opportunity rather than remediation, while acknowledging their existing expertise. You might follow up by sharing examples of other senior leaders who found value in coaching.
Setting the Stage: Preparing Staff for Leadership Coaching
So, to ensure that coaching is well-received, it’s important to approach the conversation thoughtfully and strategically. Here are a few steps to help you prepare your team for this opportunity:
Position Coaching as an Investment in Growth Start the conversation by emphasizing that coaching is not about fixing problems but about unlocking potential. Explain that it’s an opportunity to develop new skills, build confidence, and prepare for future challenges.For example, you might say something like: “We see you as a part of our organization’s future, and we want to invest in your growth as a leader. Leadership coaching is an opportunity to focus on your goals, build new skills, and prepare for the next steps in your career.”
Clarify the Purpose of Coaching It’s important to make it clear that coaching is not remedial. Discreetly communicate that your organization views coaching as a proactive tool for growth, not as a solution to performance issues. The supervisor could say, “Our coaching program is designed for leaders who are already doing great work and want to take their skills to the next level. This isn’t about fixing problems, it’s about helping you achieve your full potential.” Remind them that your coaching company does not do remedial coaching (if that is the case.)
Involve Employees in the Process Coaching is a two-way street so for it to be successful, employees must be active participants. Ask for their input, goals, and preferences. This not only helps tailor the coaching experience but also ensures that employees feel ownership over their development. You could ask: “What areas of your job do you feel most excited to grow in? Are there specific challenges, or any thing you’d like to work on with a coach?”
Highlight the Benefits Share the tangible benefits of coaching, such as improved communication skills, enhanced decision-making, or the ability to inspire and lead teams. For younger employees, this could also include career advancement opportunities and the chance to stand out as a leader in their organization. For example: “Coaching can help you feel more confident in your leadership style, build stronger relationships with your team, and prepare for future opportunities in your career. It’s a chance to grow in ways that will benefit you both professionally and personally.”
Create a Safe Space for Questions Some employees may feel unsure about what coaching entails or how it will impact their day-to-day work. Be open to answering their questions and addressing any concerns. Reassure them that the coaching process is designed to support them, not add stress. You might say something similar to: “Remember, coaching is tailored to your needs and goals. It’s a process where you’ll work on what matters most to you.”
Why Coaching is a Game-Changer
Coaching needs to be embraced, not forced upon, for it to be effective. When employees see coaching as a privilege rather than a punishment, they approach it with an enthusiastic attitude. And when this happens, the results can be remarkable. Leadership coaching fosters critical thinking, adaptability, and emotional intelligence, many skills that are essential for thriving in the fast-paced hospitality industry. It helps leaders not only manage their teams but inspire them. And remember, when leaders grow, so does the organization.
Let’s Start a Conversation
Leadership coaching is one of the most impactful investments you can make in your team. Contact www.HospitalityLeadership.coach to learn more about how leadership coaching can empower your team and transform your organization.