Typical cases where investment in executive coaching would be just a waste of money were described on the Harvard Business Review website. Pay attention to the following warning signals.
1. Blaming external circumstances
Managers who attribute their failures to circumstances, such as team quality, a lack of resources or incompetence of superiors, are not suitable candidates for coaching. They probably have distorted ideas about themselves and can't assess the impact of their behaviour on others. A coach can help them only if they realise how others perceive them and are willing to do something about it.
2. Lack of space for coaching
Even though a manager would otherwise be quite coachable, they must also have time to meet with the coach and work on self-improvement. If a manager postpones coaching sessions, doesn't attend at all or comes unfocused, coaching is useless for them. Successful coaching requires enough space not only in the manager's diary but also in their mind.
3. Expectation of specific tips
A manager expecting answers rather than questions from the coach is not a suitable candidate for coaching either. Coaches may sometimes offer practical tips, but their main task is to help managers self-reflect in order to discover the prerequisites driving their behaviour. If a manager expects quick solutions, usually no coach can help them.
4. Hiding fear
Any coach and his coachee (the manager) of course have to be the right fit for each other. However, if the manager is constantly questioning why coaching is actually being recommended to them and doesn't like any of the coaches offered to them, they show their uncertainty. Most likely they will not be prepared to face their shortcomings and work on improving them.
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