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Forbes
6 hours ago
- Business
- Forbes
19 Future Challenges For Leaders And How To Face Them Today
The challenges coming down the pike for business leaders are evolving faster, and differently, than many may be prepared to face. While today's leaders are focused on navigating hybrid work, economic shifts and technological change, a new wave of challenges—some of which are still under the radar—is fast approaching. The unexpected obstacles ahead will demand new mindsets, deeper self-awareness and novel strategies for organizational success. Here, 19 members of Forbes Coaches Council share the future challenges they see on the horizon and what forward-thinking leaders can do now to stay ahead of the curve. Leaders are likely not fully anticipating the erosion of trust in traditional leadership, including their own. As AI and decentralized technologies empower individuals, leadership based on title will lose influence. Leaders will need to earn followership through transparency, adaptability and shared purpose. Influence will depend on the ability to co-create meaning and foster dynamic trust. - Greg Smith, FranklinCovey Executive Coaching Balancing the speed at which technology is moving the world forward with workplace well-being will certainly be a challenge. As AI accelerates, there is a growing demand for companies to continuously innovate and push products and services with efficiency and expediency to stay competitive. This puts more pressure on employees at a time when they are seeking purpose, connection and better work-life integration. - Jaclynn Robinson, Nine Muses Consulting, LLC Baby Boomers are retiring in massive numbers (10,000–11,000 per day in the U.S. alone). Leaders need to be thinking about the impact this will have on the workforce, including loss of institutional knowledge, huge leadership gaps, succession pressures and mentorship gaps. Gen-Z will make up about 30% of the global workforce by 2030, but there aren't enough of them to fully replace the Boomers. - Lindsey Zajac, Ascendant Change isn't just constant—it's volatile, messy and merciless. The real failure won't be falling behind. It'll be getting steamrolled by what you didn't see coming. Most leaders mistake disruption for a speed bump when it's a cliff, and they're using linear thinking in a world that's gone exponential. Yesterday's logic will be tomorrow's liability. - Ira Wolfe, Poised for the Future Company Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? Generational shifts redefine work, environment and culture for success and well-being. New generations value integration, purpose, fulfillment, well-being, growth, belonging and authenticity. Leaders can leverage this by offering flexible work, a well-being focus, impact and future growth investment. This benefits all, fostering engagement and a sustainable future. - Lori Huss, Lori Huss Coaching and Consulting Tomorrow's leaders will wrestle with hybrid workforces of humans and generative AIs, a landscape where coded bias shapes decisions, authenticity is commoditized and accountability vanishes into algorithms. They'll need ethics playbooks for synthetic colleagues, to guard against moral drift in data, and to retrain mindsets for a machine-mediated culture. Yet, few are preparing. - Patricia Burlaud, P. Burlaud Consulting, LLC A future challenge leaders may not be ready for is leading teams shaped by AI-driven collaboration, where emotional intelligence, rather than technical skill, becomes the true differentiator. Building human connections in a hybrid, tech-heavy world will be more complicated. We are not effectively developing EQ early enough, and it remains a blind spot for many. - Alex Draper, DX Learning Solutions Mental overload, not just long hours, is the new burnout. With constant pings, emails, meetings and news, attention is now our most valuable resource. The brain has limits, and leaders who ignore cognitive bandwidth risk team burnout. They must design for clarity, reduce noise and model unplugging. Mental sustainability is the next key leadership skill. - Dr. Sharon H. Porter, Vision & Purpose LifeStyle Magazine and Media Cognitive fragmentation—our growing inability to maintain sustained focus—may be the hidden crisis facing leaders in the future. As digital interruptions multiply, we must intentionally design workplaces that protect deep thinking or risk losing innovation quality. - Dana Williams, Dana Williams Co., LLC Many leaders are too overwhelmed by current demands to plan for future growth. Since talent drives success, leaders must pair strong interviews with candidate assessments. I help executives assess candidate fit for culture, role and leadership—boosting hiring confidence and reducing turnover. - Jamie Griffith, Echelon Search Partners One future challenge leaders aren't thinking enough about is the erosion of meaning at work. As automation and AI take over routine tasks, employees will increasingly ask: 'What's my role in this ecosystem, and why does it matter?' Leaders must be ready to re-anchor their teams in purpose, identity and impact. Without this, retention, engagement and innovation will quietly unravel. - Kiran Mann, M2M Business Solutions Inc. One future challenge leaders will face is navigating the emotional impact of constant change. While we prepare for innovation and disruption, we often overlook the human side of adapting to change. Change isn't just technical; it's deeply personal, and addressing this will differentiate those who lead successfully from those who merely manage. - Rahul Karan Sharma, What will shareholder value look like in our world of finite resources? We can no longer extract more from nature than what it provides. New models of commerce are required alongside new models of organizational design and work. - Brittney Van Matre, Rewild Work Strategies Leaders face a silent crisis: governing autonomous AI in shared physical spaces. While we regulate digital content, we're unprepared for AI making real-time decisions alongside humans—from delivery robots to medical devices. This demands new frameworks for responsibility, liability and social coordination that balance innovation with safety and address the inevitable public trust challenges ahead. - Maryam Daryabegi, Innovation Bazar One challenge is building resilience within their organizations. With the geopolitical, financial and technological changes that are occurring at a rapid pace, leaders who build resilient organizations, including their employees, finances, product pipelines and customer paths, will survive in the long run. - Gregg Frederick, G3 Development Group, Inc Emotional fragmentation in hybrid teams is a future challenge that leaders are not thinking about enough. As work becomes more digitized, keeping connection, trust and a shared sense of purpose will be even more essential. Leaders will have to take on a role as emotional architects to keep teams feeling unified and motivated over distances. - Shikha Bajaj, Own Your Color The psychological fatigue of constant reinvention is certainly a challenge. As change accelerates, leaders must pivot not just their strategy, but also their identity, again and again. Leading in ongoing ambiguity demands emotional endurance, narrative agility and the strength to stay grounded while evolving at speed. Most aren't ready. Develop deep self-awareness and embrace reflective practices for honest dialogue. - Stephan Lendi, Newbury Media & Communications GmbH The biggest challenge for leaders is the systemic implications of their decisions in an increasingly interconnected world. As technology, climate, economics and social issues intertwine, a choice in one area will ripple unexpectedly across others. Leaders who fail to see the big picture will struggle. The true challenge will be developing the know-how to map these hidden connections and not deal with every event reactively. - Thomas Lim, Centre for Systems Leadership (SIM Academy)
Forbes
30-05-2025
- Business
- Forbes
How To Build AI Literacy: 16 Ways To Stay Relevant As A Professional
For a professional, staying relevant in a highly competitive landscape means continuously evolving. Today, that includes developing a strong grasp of how to leverage artificial intelligence in the workplace. You don't need to become an expert overnight, but building AI literacy and sharpening your digital skills can help you lead more effectively, make smarter decisions and stand out in your field. Below, 16 Forbes Coaches Council members share the practical tips and insights they would share with their own clients to help build confidence with AI and strengthen digital competencies. Whether you're exploring new career opportunities, stepping into a leadership role or simply aiming to keep up with change, these tips can help set you up for long-term success. Staying relevant in today's professional landscape isn't about becoming a tech expert. It's about embracing a mindset of adaptability, curiosity and intentional learning. In my work with clients, our focus isn't on chasing every new tool; it's on understanding how digital trends intersect with their industry, influence decision-making and shift what teams expect from their leaders. - Gina Martin, Gina Martin Coaching It is critical to guide clients to embrace AI by demystifying its role in their industry, offering hands-on tools and use cases and showing them how to integrate it into their daily work. Staying relevant means learning continuously—those who don't adapt risk falling behind. Leaders should always stay ahead, not play catch-up. - Tinna Jackson, Jackson Consulting Group, LLC I'd focus on three areas: mindset, skill set and action. I'd have clients state why this matters, then foster a growth mindset and commitment to continuous learning. Then, I'd guide them to relevant learning aids to build foundational AI knowledge, including its relevance to their industry. Finally, I'd help them apply their learning through projects or tools to improve their digital competency. - Ula Ojiaku, Mezahab Group I'd immerse them in 'real-world'' role-play labs: AI-simulated market shifts where they must adapt in real time—not theory, not tutorials, but lived, gamified disruption. Because relevance isn't taught; it's trained through tension, experimentation and reflection in synthetic futures. - Andre Shojaie, HumanLearn Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? We encourage our clients to set aside time each week to understand the changes that are occurring in AI each week, and to put intentionality behind the time they spend to become and/or stay relevant. We also stay relevant in the latest AI updates ourselves in order to serve our clients better. At the very least, we recommend that our clients delegate or outsource the required digital competencies in order to remain relevant. - Gregg Frederick, G3 Development Group, Inc It is all about how AI is being grafted into your field. We are connecting clients to key classes, workshops and learnings that directly impact, and are being integrated into, their profession and work. It's not about going crazy and running to every 'must-see' AI seminar. It is about how you can learn what is being, and what will be, applied to your role, your job, your industry and your company. - John M. O'Connor, Career Pro Inc. AI is moving at such a pace that nobody can ever claim to have 'cracked it'—it's a consistently moving target with more to learn every day. Remember, almost every profession has to perform, record and submit some form of minimum continuous professional development hours per year in order to remain accredited. For a leader, their personal CPD hours now have to be AI-based. - Antonio Garrido, My Daily Leadership Start with curiosity, not code. I tell clients: You don't need to become an AI engineer; you need to know what questions to ask and what tools to use. Focus on use cases, not buzzwords. Relevance today means knowing enough to lead smart conversations, spot nonsense and stay ahead of the curve—without getting lost in the algorithm. - Anastasia Paruntseva, Visionary Partners Ltd. Encourage a digital mindset shift. We help clients shift from being passive tech users to strategic AI collaborators by: 1. framing AI as a partner, not a replacement; 2. encouraging experimentation with AI on safe, low-risk tasks (that is, those in which they have expertise so that AI hallucinations can be easily spotted); and 3. emphasizing ethics, data privacy and bias awareness in AI use. - Nick Leighton, Exactly Where You Want to Be I would start by turning AI literacy into a team sport rather than a solo study session. We would form a micro-learning pod where the client teaches one AI concept per week to their peers or even their kids, using plain language and silly metaphors. Relevance is not about mastering every tool; it is about making tech human and relatable, starting with oneself. AI is a friend; embrace it. - Thomas Lim, Centre for Systems Leadership (SIM Academy) I'd show clients (not tell them) how AI can solve everyday challenges. For instance, if they're in sales, I'd demonstrate how AI can automate lead scoring, saving them time and boosting sales. By showing the immediate benefits—like freeing up time or making smarter decisions—I'd help them see how AI can make their work easier and more impactful, sparking real excitement. - Shikha Bajaj, Own Your Color The fastest way to build AI literacy is to start using it. Explore what works in your role—using AI to polish or proof your writing or brainstorm ideas, for example—and where it may fall short, such as accurately pulling data or citations. As you do, check your company's guidelines on approved tools and confidentiality to ensure you're using AI responsibly. - Kathleen Shanley, Statice To stay relevant, I'd help clients understand how AI agents can optimize workflows, enhance decision-making and drive efficiency. We'd focus on practical learning—starting with data quality, bias detection and real use cases—so that they could confidently identify where AI adds value and how it complements their expertise. - Stephan Lendi, Newbury Media & Communications GmbH Focus on understanding your problems and existing solutions. You don't need to be an AI expert, but you should know how to use AI to solve your issues efficiently. Assess your skills, provide targeted training, encourage practical application, promote continuous learning, leverage AI tools and build a supportive network. This approach ensures you stay competitive and effective. - Aurelien Mangano, DevelUpLeaders AI is here, and it is not going away, so you either invest your time in becoming AI literate or you become obsolete. There are many online courses (including some good free ones) that start with the basics of what AI is and is not. I also encourage you to look into courses that discuss the application of AI in your particular field and industry. Talk to your engineers. Try AI copiloting with a virtual assistant in your downtime. - Katy MacKinnon Hansell, Katy Hansell Impact Partners I'd guide clients to adopt an AI copilot mindset—using AI as a thinking partner, not just a tool. Then we'd layer in weekly challenges with real tasks and real stakes, designed to build prompt fluency, pattern recognition and adaptive thinking. In a fast-forward world, relevance goes to those who upgrade how they think. - Adam Levine, InnerXLab
Forbes
30-05-2025
- Business
- Forbes
How To Build A Founder's Personal Brand On Social Media Before Launch
Aspiring entrepreneurs don't have to wait until their business is up and running to start building momentum. Creating a personal brand on social media ahead of launching your business can help you clarify your ideas, connect with potential customers and establish yourself in the marketplace. By showing consumers who you are and what you care about, you lay the foundation for a business that people feel invested in from the jump. Here, 19 members of Forbes Coaches Council share their best tips for founders to use social media to build a strong, authentic personal brand before launch. How many times do you see the preview before the movie comes out? If you're waiting to build your brand until you announce something big, you are missing out on critical time to build, educate and cultivate your audience. Be consistent, pique curiosity, give back and connect. This way, when you have big news, your audience understands it and is psyched to support you. - Randi Braun, Something Major Pick a platform and focus on it. It's hard to be an expert across all of the social media websites, so prior to launching a business find the one you enjoy the most and see the most reactions from, and start there. - Franklin Buchanan, Post Up Careers Before you launch, launch yourself. LinkedIn is the No. 1 platform to build a personal brand. Start a weekly LinkedIn Live, post daily tips solving one problem for your audience and share your real journey—the wins, the setbacks, the grit. Why? People buy from those they trust, and nothing sells like authenticity. Build your brand now, so your business has a runway before takeoff. - Gurpreet Mann, GKM Coaching Share your journey, not just your product. Before launching, document the process of building your business—your highs, lows and lessons learned. Be raw; be real. People follow stories, not just brands. This creates authentic connections and anticipation. When you finally launch, you have a loyal community eager to support and celebrate your success. - Alejandro Bravo, Revelatio360 Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? Document your 'expertise excavation' by sharing what you've learned while solving problems in your future industry. One client built up to 5,000 followers by posting weekly breakdowns of how competitors' products fell short. Your personal brand shouldn't showcase what you know—it should reveal how you think. Customers buy solutions, but they invest in problem-solving approaches they trust. - Nirmal Chhabria Trust is the most important currency we have. Sharing our story and our 'why' is critical to that journey. Living it in every moment of truth, every decision and every interaction is what ultimately builds trust, a brand and a reputation. - Shahana Banerjee, Just Human Not Resources LLC Host a '30-Day Problem Solver' challenge: Share daily tips to fix pain points in your niche, such as quick business hacks and DIY fixes. Engage followers to vote on solutions. Why? It positions you as an expert, builds authority pre-launch and attracts your ideal audience through value—not pitches. By Day 30, you'll have trust and a ready client base. - Maryam Daryabegi, Innovation Bazar Share a 'behind-the-scenes' journey of your entrepreneurial process, including sketches, brainstorming or lessons learned. This builds authenticity, engages followers and positions you as a relatable, driven expert. It creates buzz and a loyal audience before your business even launches. - Jaide Massin, Soar Executive Coaching LLC Turn the buildup into the brand. Share your journey as you would a mystery: Drop clues, tease breakthroughs and let surprise fuel curiosity. Dopamine spikes with the unexpected, keeping followers engaged. You are not just building a product; you are crafting a story people want to follow. Curiosity is the new currency. - Adam Levine, InnerXLab Share your vision and ask questions. Many entrepreneurs start with a clear idea of what they think their brand should look and feel like. More often than not, it evolves. Getting in front of your audience early and asking about their real pain points is one of the smartest ways to refine your niche and build a brand that truly resonates. It creates alignment, connection and traction before you launch. - Rachana Adyanthaya, Cr8mychange Vulnerability is credibility. You are the product. People buy based on emotion and justify purchases with logic. The aspiring entrepreneur wants to lean into the understanding that, by showcasing their vulnerabilities through showing their authentic selves, they can build trust with their audience. Trust is the currency of the 21st century! - Jenna D'Annunzio Don't just document your journey; lead the conversation. Share bold insights, challenge the status quo and teach what you're learning as you grow. That positions you as a thinker, potentially even a thought leader, and not just a doer. People are drawn to clarity and conviction. When they trust how you think, they'll trust what you build—even before it exists. - Arthi Rabikrisson, Prerna Advisory Find your unique voice. In today's social media environment, it can seem like a never-ending stream of repetitive thoughts. When building your personal brand, uncover what you stand for. What are your values, and how can you express your unique thoughts to those you want to attract? Ditch the 'elevator pitch' and communicate your 'why' so that it connects on an emotional level with your audience. - Bryan Powell, Executive Coaching Space Social media can provide a focus group for you as you test out different versions of your potential business. Asking direct questions to gain insight that will further shape your thinking is important. Invite highly engaged people to set up a chat with you where they will effectively design your business for you by telling you their unmet needs. - Katy MacKinnon Hansell, Katy Hansell Impact Partners Articulate your vision in a way that your audience recognizes themselves in your stories. Clearly show how you solve their problem. It is not about you; it is about them. Be genuine in your stories. Authenticity resonates with people and builds trust. Share your message consistently. Demonstrate your unique approach. Share the deeper reasons behind why you do what you do. - Aurelien Mangano, DevelUpLeaders Start a podcast and interview people who you would want to have as future customers or clients. Gather information from them about trends, ideas and advice that furthers your business idea. - Brittney Van Matre, Rewild Work Strategies Create 'Choice Point' posts where you present two paths ('take a risk' versus 'stay safe,' for example) and ask followers what they would choose. It builds engagement, highlights your coaching mindset and shows you value self-awareness and strategic thinking. - Anna Boltenko, Coaching and Mentoring There are more than 8 billion people on Earth. That number seems staggering. Even more stunning is that every one of us is unique and different. To build one's personal brand on social media, let us—the audience—inside. This can be done with some playfulness. Treat the arc of posts as if anyone viewing them has VIP access into your world, your mind, your secrets and your magic. - David Yudis, Start a 'building in public' series, but don't just post wins. Share messy drafts, hard decisions and things you almost launched but didn't. People follow humans, not highlight reels. By showing the thinking before the business, you build trust, traction and a brand that feels real before it ever sells a thing. - Alla Adam, Adam Impact Institute
Forbes
09-04-2025
- Business
- Forbes
15 Things Job Seekers Are Looking For (And Where And How To Find Them)
Today's job seekers are prioritizing more than just a salary. They're also looking at factors such as flexibility, meaningful work and a strong company culture. To find jobs that are more aligned with what they're looking for, many candidates are exploring unconventional channels and arrangements, from working for startups to exploring advisory or consulting positions. Here, 15 members of Forbes Coaches Council explore what modern job seekers are looking for, along with unexpected places they're finding it. Read on to learn about the most important elements of work life today's candidates are seeking and some surprising ways they are discovering their next big opportunities. About nine out of 10 job seekers I work with are looking for remote work. They rely on traditional job postings and remote job boards to indicate if a role is remote, hybrid or in-person. Something we have found in recent months is that companies may be open to adjusting the work's location during salary negotiations. If they aren't willing to budge on salary, they might be willing to propose a flexible arrangement during that talk. - Don Pippin, area|Talent Today's job seekers want growth and impact, not just a paycheck. They look for places where they can develop skills, take on challenges and see real progress. Surprisingly, they might find this not just in big companies, but also in startups, remote teams, online communities or entrepreneurship, where they can wear multiple hats, solve real problems and grow faster than in a traditional role. - Dr. Aman Alzubier, Many job seekers prioritize financial stability, often landing in industries unrelated to their skills or education. Surprisingly, this can lead to lucrative careers they never initially considered. The need to adapt opens doors to unexpected opportunities, proving that success isn't always found on a planned path—it's often discovered in new, unforeseen directions. - Dr. Marita Kinney, BCC, Msc.D, Pure Thoughts Publishing and Wellness As a Gallup-Certified Strengths Coach, I go with the numbers, and right now, they show that employees are looking for leaders who inspire hope. Hope doesn't have to come from leadership or work—it can also come from having something to strive for outside of work like a hobby, volunteering or self-directed learning. - Kelly Stine, The Leading Light Coach Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? Job seekers crave flexibility and purpose. But here's the twist: They are finding it in startups and fractional roles, not just big corporations. Many are ditching traditional 9-to-5 jobs for project-based work or advisory roles, giving them control over their careers while making a real impact. The best opportunities are often hidden in niche industry Slack groups or LinkedIn direct messages. - Anastasia Paruntseva, Visionary Partners Ltd. Job seekers today crave autonomy with purpose: the ability to make an impact while having flexibility in how they work. Surprisingly, they might find this not in flashy startups, but in skilled trades and legacy industries that are reinventing themselves. For my client in construction, they are embracing AI-enabled building processes that offer off-site monitoring with elevated safety outcomes. - Thomas Lim, Centre for Systems Leadership (SIM Academy) Job seekers today crave real influence, not just a title. Surprisingly, they might find it outside traditional career paths—in advisory roles within startups, for example, or in niche expert communities. These spaces let them shape strategy, test bold ideas and build high-level networks faster than climbing a corporate hierarchy. The smartest hires aren't waiting for authority—they're creating it. - Alla Adam, Adam Impact Institute Job seekers often chase roles that match their expected skills and backgrounds, but the real edge comes from unexpected crossover skills. For example, companies hiring data analysts might overlook journalists—yet their investigative mindset, pattern recognition and storytelling abilities make them exceptional at translating complex data into actionable insights. - Stephan Lendi, Newbury Media & Communications GmbH Job seekers look for variety, to grow quickly and to be in charge sooner. However, they might overlook leadership opportunities where they are. I would suggest deepening and broadening from where you stand—you will find fulfillment that meets your needs. It's not always on the other side of the fence or higher up. - Arthi Rabikrisson, Prerna Advisory Job seekers today crave meaning, mastery and immersion. Entrepreneurs are finding the unexpected in chaos—high-stakes startups, underground art scenes and even adventure tourism. Those who embrace moonshot thinking—tackling problems 10 times bigger instead of 10% better—aren't just building careers, they're reshaping industries. Uncertainty isn't the enemy; it's the launchpad. - Adam Levine, InnerXLab Many job seekers today—especially those early in their careers—are craving clarity and boundaries. They want defined roles, authority and expectations—not because they lack ambition, but because they want space to prioritize life beyond work. Surprisingly, they often find this not in purpose-driven startups, but in organizations with strong operations, clean management and leaders who respect time and talent. - Ashley B. Stewart, The Corvian Group One of the biggest things job seekers tell my firm they want is flexibility. Usually this is hybrid or remote work, but it can sometimes include flexibility over their hours and autonomy about how they approach their work. With many organizations pushing 'return to work' initiatives, job seekers should consider alternate career paths like consulting or working for smaller, more flexible organizations. - Lindsey Zajac, Ascendant Job seekers are looking for opportunities that value their professional and life experience, especially if they have spent several years out of the workforce. They yearn to have all aspects of their life appreciated by potential employers. Mid- to late-career professionals amass knowledge from an array of life events. Insight gained from volunteer positions, for example, is often more valuable than that gathered from paid ones. - Kathryn Lancioni, Presenting Perfection Job seekers crave growth potential above all else—but it's not found where they're looking. Skip the corporate-ladder promises and search for rapid-cycle feedback loops instead. The steepest growth curves hide in organizations where your work gets tested, refined and deployed at uncommon speed. - Nirmal Chhabria There are several aspects a job seeker needs to fulfill, so I first have them write down their ideal job description and ideal culture. This is the map for their search and creates questions for them to present in an interview. Most want to be appreciated for their work and recognized for bringing value, and they need a challenge. What they do not want is a culture where playing politics is front and center. - Melinda Fouts, Ph.D., Success Starts With You
Forbes
09-04-2025
- Business
- Forbes
18 Ways To Overcome Common Objections To Hiring A Coach
Even as coaching gains greater traction in the business world, many companies remain hesitant to commit to it. Company leaders' concerns about returns on investment, skepticism about long-term impact or a basic lack of understanding about what coaching actually entails can all stand in the way of landing a contract. Fortunately, there are effective ways to address these concerns, from aligning services with business goals to proactively tackling common misconceptions. Here, 18 members of Forbes Coaches Council share practical strategies for overcoming the skepticism of prospective organizational clients and successfully making the business case for making coaching a priority. Leaders often use coaching for problems once they arise rather than to develop leaders and teams in the service of desired business outcomes. Coaches must understand an organization's needs and pain points and address how individual and team coaching will help the organization meet important business objectives. Helping potential clients understand how to effectively use coaching services is key. - Christine Allen, Ph.D., Insight Business Works Many companies don't understand coaching or its value. As a coach, it is essential to have case studies available that demonstrate your value and its short- and long-term impacts on individuals and companies. - Carol Geffner, Geffner Group, LLC Companies invest in what drives revenue growth—period. Coaching can be that catalyst, but only if the coach's skill set aligns with the company's needs (think of the character Wendy Rhoades in the TV series Billions). When coaching sharpens leadership, accelerates decisions and boosts team performance, the ROI is clear, which is why a strong request for proposal with defined success metrics is essential to winning clients. - Teegan Bartos, JYC Companies can be skeptical about hiring coaches if they don't see a measurable return on investment. That's why at our company, we use tools like surveys and progress tracking to evaluate ROI. With real-time insights, customized leadership development plans and data-driven feedback, we empower businesses to make informed decisions and understand the value coaching brings to their teams. - Sara Ellis Conant, a)plan coaching Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? Companies can be skeptical about coaching for two reasons: it takes time to drive change, and it is not easy to measure the impact of coaching. To deliver faster results, I believe coaches must use a solid assessment at the beginning to offer a clear path forward, as it relates to measuring the impact of coaching. I suggest doing a closing assessment as well to compare with the first one. - Alex Kergall, Altior My experience has shown a lack of understanding about what value a coach brings and what a coach will actually do for them. When confronted with this, I give prospective clients live case examples so they can begin to relate to how it applies to them. The resistance to change and having their perspectives challenged can often be the barrier to coaching. The lack of knowledge of the role of the coach needs to be addressed. - Melinda Fouts, Ph.D., Success Starts With You Some companies hesitate to hire coaches because of a lack of results. One of the conversations that I hold consistently with current and new companies interested in coaching is discussing how to measure success. At times, the company has engaged in coaching, but it didn't lead anywhere in creating new behaviors or actions. Be open in discussing the success stories when creating measurements and what results the organization is seeking to achieve. - Bryan Powell, Executive Coaching Space Some companies may not see a direct correlation between hiring coaches and the impact on their business results. Coaches need to differentiate the expectations for short- and long-term results with their clients. A three-month gig won't deliver the same outcome as a six-month contract. Agree on KPIs up front. Underpromise and overdeliver by keeping the coaching client accountable for deliverables. - Cellene Hoogenkamp, KokuaHub Inc Coaching Companies hesitate to hire coaches because they may see coaching as a remedy for poor performance rather than a strategic advantage. The key to overcoming this is shifting their mindset. I position coaching as a business solution—showing how it drives better leadership, decision-making and results. By aligning coaching with their goals, I help them see it as an investment, not a nice-to-have. - Denise Russo, School of Thoughts Publishing Coaches can be more objective and discerning than internal hiring authorities, who are likely encouraged to hire a certain individual or who do not want to get on the wrong side of a given hiring manager. Mistaking confidence for competence in a candidate is a massive problem that companies often don't admit to having, but it's a reason so many leaders fail in new leadership roles. - Bill English, OnPath Coaching Skepticism exists for two reasons: First, not all coaches are created equal. Accreditation is easy, but true impact requires a proven skill set and personality fit. Second, coaching is still seen as remediation, when in reality, it's a high-performance tool for driven leaders looking to refine their skills and accelerate impact. The key? Normalize coaching as a strategic advantage, not a safety net. - Leisse Wilcox, Leisse Wilcox Consulting Inc Coaches must differentiate themselves from consultants. There are many qualified and effective consultants, but the results are often unsustainable. Coaches teach, empower and hold clients accountable to agreed-upon metrics. The differentiator is organizational habits that are formed and consistently executed. - Edward Doherty, One Degree Coaching, LLC The word 'coach' has been overused, and it's because many non-experts have entered the space claiming they solve your biggest pain point. Choosing the expert who has direct experience with the exact situation the company is going to be facing, along with verifying the effectiveness of their method, will help companies see the true value in the right coach. - Lynn Smith, Lynn Smith Media & Communications What I've seen is that skepticism usually isn't about coaching itself—it's about wasted time, energy and money. Leaders don't want another vague conversation; they want traction. I cut through that by focusing on high-stakes outcomes—decisions that shift culture, strategies that retain top talent and mindset shifts that directly impact the bottom line. - Laurie Arron, Arron Coaching LLC Many companies see coaching as too soft to drive measurable results. To overcome this, coaches must showcase success stories backed by clear data (impact on talent retention, team performance and so on). This evidence-based approach transforms skepticism into a compelling case for the strategic value of coaching. - Kerri Sutey, Sutey Coaching & Consulting LLC Many companies see coaching as something 'good to have,' fearing it is just feel-good talk with no real impact. The best way to overcome this skepticism is to speak their language and tie coaching outcomes to measurable business metrics like team productivity, retention rates and innovation cycles. Thus, positioning coaching as a business performance accelerator with clear, trackable ROI is key. - Thomas Lim, Centre for Systems Leadership (SIM Academy) Coaches are known for acting like therapists, such as by asking leading questions, not providing advisory services and pulling people through problems with a systems understanding and a wide tool kit. They don't necessarily get involved on a consulting level as needed, such as by intervening when a client is flailing with their stakeholders. Often, that's the reassurance a client wants—a more secure feeling. - Kinga Vajda, Execute Your Intentions, LLC Some companies hesitate to hire coaches due to the damage caused by unqualified or transactional coaches, leaving a perception of low ROI. To overcome this, a coaching practice must showcase proven track records, real case studies and measurable success stories, demonstrating clear business impact and aligning coaching outcomes with strategic goals. - Carlos Hoyos, Elite Leader Institute
