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What Is Leadership Coaching - and do I need it?
What is leadership coaching – and is it worth it?
If you’re a leader or manager wondering what leadership coaching actually involves or whether it’s the right investment for you or your team, this practical guide breaks it down clearly.
Discover how coaching works, who it helps, and the results you can expect.
A practical guide to understand the value of coaching and whether it’s right for you.
Leadership isn’t only about strategy, action and results. It’s about people, the relationships you build, the culture you create, and how you show up under pressure.
But this is often the part we find hardest.
If you’re a founder of a fast-growing or scale-up business, or a senior leader in an established company, you might feel stuck in the day-to-day, with no time to look ahead at your personal or business growth. You know you need space to see the big picture, but can’t find the time.
Coaching creates that space. A pause. A reset. A practical, human way to reflect, refocus and re-energise.
What Is Leadership Coaching?
Leadership coaching is a one-to-one partnership that helps you lead more confidently and intentionally. It gives you time to work on yourself: your mindset, your energy and your growth. It’s not training. It’s not therapy. It’s not someone telling you what to do. It is a:
A safe and focused place to think clearly and gain perspective.
A confidential space to discuss the things you find difficult, challenges, changes or people issues
A support system to encourage you to overcome the things that may be holding you back.
A partnership that holds you accountable for taking action, following through, and staying aligned with what matters most
Leadership Coaching versus Executive Coaching
Both terms are used interchangeably, but here’s a helpful distinction:
Leadership Coaching supports anyone in a leadership role, from new team leaders to department heads.
Executive Coaching is typically for senior leaders, founders, directors and C-suite with strategic responsibilities.
At Growth Space, I offer both, tailored to your goals, role and organisational context.
Coaching vs Mentoring vs Consulting: What’s the Difference?
Coaching, mentoring, and consulting all offer guidance and support, but they differ in their approach and focus. Coaching helps you develop skills and achieve goals through a structured process, while a mentor is a trusted advisor who shares experience and expertise. Consulting provides expert advice to solve specific problems or challenges. Understanding the difference helps you choose the right kind of support.
I focus primarily on coaching, but where it’s useful and invited, I may step briefly into mentoring to offer insight or examples. This tailored blend is often what creates the biggest breakthroughs.
Coaching versus Mentoring or Consulting.
Who Is Coaching For?
Leadership coaching can help if you are:
A new manager stepping into leadership for the first time
A founder or senior leader navigating change, growth or team dynamics
A manager feeling stuck, stretched or unsure how to lead confidently
An experienced leader wanting to reflect, realign or sharpen their impact
When is Coaching useful
It’s especially powerful during:
Role transitions, promotions or restructures
Culture change
Strategic growth
Leadership challenges
During conflict or when you are finding work relationships difficult.
At times of extreme pressure, stress or burnout
What Happens in a Leadership Coaching Session?
Coaching is designed around you. You bring the topic, the coach brings the structure, challenge and support. It might include:
Reflecting on real-time challenges
Exploring patterns of thought or behaviour
Reframing stuck narratives
Building emotional intelligence
Practising a difficult conversation
Setting boundaries or direction with clarity
What Results Can You Expect?
Coachees I work with often say:
“I’m more confident.”
“I finally tackled that difficult conversation.”
“I feel more comfortable giving feedback.”
“I understand myself better – and others too.”
“I feel calmer, clearer and more in control.”
Tangible outcomes might include:
Increased leadership confidence
Stronger communication and feedback skills
Improved relationships with peers and team members
Greater clarity around values, direction and purpose
Practical strategies to lead through pressure and change
Is Coaching Worth the Investment?
According to the International Coaching Federation (ICF), coaching delivers:
70% improved work performance
80% improved self-confidence
73% improved relationships
Do I Need a Coach? 10 Quick Questions to Ask Yourself
Am I feeling stuck or uncertain about what to do next?
Do I lack confidence, feel self-doubt, or experience imposter syndrome?
Do I need to improve relationships and communication with the people I work with?
I don’t know why I find some people more difficult to work with than others?
Am I avoiding difficult conversations or decisions?
Do I want to feel more in control and less reactive?
Have I recently moved into a new role or do I feel out of my depth?
Do I want to lead more intentionally, not just get through the day?
Is stress, self-doubt or overthinking holding me back?
Would time to reflect help me move forward faster?
If you said yes to even just one of these questions, coaching could be exactly what you need.
Ready to try coaching?
If you’re still unsure whether coaching is for you, I offer a complimentary 30-minute coaching session (via Teams or Zoom, your choice). This initial session is an opportunity to explore how coaching could help you, find out more about me, my approach to coaching and explore whether there is a good fit and rapport for us to work together.
Polly Robinson - Leadership Coach
My role is to create a safe, constructive space where you can explore challenges, reflect on your leadership, and achieve personal and professional growth. Through thought-provoking coaching conversations, we’ll build a strong, trusting relationship that balances support and challenge. I’ll encourage you to reflect on your purpose and direction, helping you clarify your goals and overcome obstacles. Together, we’ll ensure that every decision you make is purposeful and impactful.
Expect honest, open, and sometimes challenging discussions that will push you toward deeper self-awareness and professional growth. I’m based in Bristol, in the UK, and coach people across the UK and Europe.
Get in touch:
Call: 07966 475195
Email: polly@pollyrobinson.co.uk
Learn more about Growth Space Leadership Coaching >
AI and Other Challenges: Why Human-centred Leadership Still Matters in 2025
What will be the most important leadership trends and priorities in 2025?
As 2025 gathers pace, global economic uncertainty, rapid advancements in AI, and evolving workforce expectations are transforming leadership. The challenge? Harnessing these opportunities while staying human-focused.
Ask any business leader what they think are the most important leadership qualities, and they’ll typically say vision and drive, agility and resilience, innovative thinking, problem-solving, empathy, and trust. But what do these qualities look like in action?
What do we need from our leaders in 2025?
The leadership landscape is evolving rapidly. Global economic uncertainty, advances in AI and technology, and shifting workforce expectations are redefining the role of leaders. Success will require balancing these opportunities and threats without losing sight of people.
In 2025, Human-centred leadership will be more important than ever — an approach that strengthens relationships and drives meaningful connection.
Leadership Priorities for 2025
Navigate Economic Pressures
With Trump taking up his second residency in the White House and the UK government grappling with economic stability and the cost of living crisis, we face a volatile global economy. Not only does this bring challenges to business growth, but it also brings personal financial stresses. Leaders should:
Take a people-first approach: Offer financial wellness programmes, transparent communication about challenges, and flexible benefits to support employees through tough times.
Reassess business strategies: Build resilience by focusing on cash flow, operational efficiency, and adaptability to market shifts.
Invest in future growth: Despite challenges, now is the time to innovate and explore emerging opportunities, from AI to green technology.
2. Balance AI with the Human Touch
2025 is the year that AI becomes more mainstream, disrupting business and our working and personal lives. While AI offers opportunities for innovation and efficiency, it also raises challenges around ethics, job security, and trust. In 2025, leaders must:
Integrate AI thoughtfully: Use AI to enhance decision-making, take on routine tasks and free up teams to focus on creative, strategic work. Blend technical skills with human-centric ones like critical thinking, collaboration, and empathy.
Address concerns openly: Communicate the role of AI and how it complements, not replaces human contribution. Build resilient teams that can adapt and thrive in the face of change.
Upskill your workforce: Empower employees with the tools and knowledge they need to thrive in an AI-driven world. Champion a continuous learning culture – allowing the time for people to learn and test and make it accessible to all.
“Good leaders are people who are trusted by followers."
3. Lead with Human-Connection and Empathy
Trust and empathy are the foundation of effective leadership in times of uncertainty. Hybrid and remote work means we spend less time together in person, which makes it harder for leaders to build those relationships. When we are physically together, it’s easier to see if someone is having a bad day or struggling with a task. Now, we have to rely on people to tell us, often over a message or, at best, a video.
This year, leaders need to be proactive and not neglect human skills (or what are often referred to as "soft skills"):
Focus on building trust and connection. This means having individualised relationships with each of your employees, which take account of their needs for flexibility and their well-being, and give each person a voice within the team
Develop emotional intelligence: Understand and respond to the needs of your team, fostering trust and loyalty.
Be empathetic: Rationally understanding people’s emotions and where they come from helps build trust, motivate, and engage people in the way that matters to them.
Genuinely care about your people: Remember everyone is different: different backgrounds, different outlooks and with different ambitions.
Strengthen team cohesion: Break down silos and encourage cross-functional collaboration to unlock innovation.
Be authentic: Authenticity over perfection: Leaders who are open about challenges and lead with integrity will foster loyalty and respect and will inspire teams with a clear vision for the future.
Prioritise well-being: As well as offering flexible work arrangements, ensure mental health and work-life balance are top priorities.
4. Embed Purpose and Values
The UK workforce is undergoing a demographic shift, with younger generations, particularly Millennials and Gen Z, making up a growing proportion of employees. These workers prioritise purpose, values, and ethical practices, seeking employers who align with their desire for meaningful work, social responsibility, and a positive impact on the world.
A shared sense of purpose is the key to resilient, innovative teams, especially in periods of change or pressure.
Define and live your values: Ensure your organisation’s purpose is embedded in daily operations, not just words on paper.
Align culture with strategy: Foster an environment where mission and values guide decision-making at every level. Be clear about the culture you want to create and communicate your values.
Lead by example: When leaders embody the company’s values, they create a ripple effect that enhances engagement and accountability.
6. Adaptability Is the New Superpower
The pace of change is relentless. The speed of adoption of ChatGPT is several magnitudes faster than it was for the internet or PCs, which means there is greater potential to get the use case wrong. For leaders, the risk the potential adoption of the wrong tech or software and hardware, which tends to happen with fast-changing technology.
In a year of disruption, leaders must be forward-looking, innovative, nimble, adaptable and willing to learn from inevitable failures.
Embrace agility: Be ready to respond to change quickly in response to evolving circumstances and technology. The future of work isn’t just about adapting to change – it’s about shaping it with intention and our incredible imaginations.
Monitor and review: closely monitoring external factors (political, economic, social or technology) and review, tweak or completely change course if required.
Encourage experimentation: Create a culture where teams feel safe to innovate and learn from failures.
Build resilience: Equip teams to weather uncertainty by building psychological safety, strong support systems and clear priorities.
7. Diversity, Equity, and Inclusion: A Leadership Mandate
Diversity, equity, and inclusion (DEI) are no longer optional—they are business imperatives:
Champion inclusive cultures: Ensure diverse voices are heard, valued, and empowered.
Address biases: Actively confront unconscious biases within yourself and your organization.
At Growth Space, we believe confident, self-aware leaders are the key to success. Start your growth here.
We deliver bespoke leadership development, management training and leadership coaching to support people at all levels with the skills to inspire, motivate, and create lasting impact.
Whether you want to develop strategic thinking, lead with empathy, be more emotionally intelligent, or build a collaborative culture, our learning and development programmes and coaching solutions are designed to meet your unique challenges.
We help you unlock your full potential and achieve both personal and organisational success.
For more ideas on Leadership visit our website growth-space.co.uk
Or to discuss Leadership Coaching and development programmes contact Polly:
polly@pollyrobinson.co.uk or call 07966 475195.
How Emotional Intelligence and Empathy made me a more Confident Leader
When I first started managing a team I was about 25 and working in a fast-growing start-up. Most of the team were hardly a year younger than me - some were older. It was daunting!
I wanted the team to exceed expectations but I also wanted to be liked. It was hard to balance.
Fast forward to today, and I’ve led teams through challenging times, and built relationships that have stood the test of time. The difference? I’ve learned that leadership isn’t about perfection—it’s about growth, self-awareness, and effective communication. And, most importantly, it's about emotional intelligence.
When I first started managing a team I was about 25 and working in a fast-growing start-up. Most of the team were hardly a year younger than me - some were older.
I was full of enthusiasm for the business’s success. I loved the team and cared about their individual success.
But I was also overwhelmed. I couldn’t get the balance between my focus on our objectives and delivering huge conferences across Europe and my personal values about really caring (read over-caring) about my relationships with the team, wanting to be liked and admired.
I remember the first time I had to deliver feedback to a colleague who was underperforming—it felt like the weight of the world was on my shoulders. My palms were sweaty, and I struggled to find the right words. What if they didn’t like what I had to say? What if they didn’t take me seriously? These thoughts swirled around my mind, making the conversation feel impossible.
Fast forward to today, and I’ve had countless difficult conversations, led teams through challenging times, and built relationships that have stood the test of time. The difference? I’ve learned that leadership isn’t about perfection—it’s about growth, self-awareness, and effective communication. And, most importantly, it's about emotional intelligence.
What is Emotional Intelligence and Why Does It Matter for Leaders?
Emotional intelligence (EQ or EI) is the ability to recognise, understand, and manage your own emotions, as well as the emotions of others. For leaders, this means being self-aware, demonstrating empathy, and using emotional understanding to guide decisions and interactions.
In my early days of leadership, I realised that my emotional reactions—whether to stress, frustration, or excitement—often influenced how I communicated with my team. The more I understood my own emotions, the better I could regulate them, leading to more thoughtful and productive conversations.
But emotional intelligence goes beyond self-awareness. Empathy is the key to building trust and stronger relationships. When you actively listen and consider the emotions of others, you're able to connect on a deeper level, which in turn creates an environment where people feel valued, supported, and motivated.
Leadership vs. Management: Knowing When to Wear Each Hat
One of the most eye-opening moments in my leadership journey was realising that leadership and management aren’t the same thing, even though they’re often used interchangeably. Leadership is about inspiring vision, guiding teams toward a goal, and motivating them to give their best. It’s about creating a culture and an environment where people want to follow you.
Management, on the other hand, is more about ensuring day-to-day operations are running smoothly, executing plans, and maintaining control over processes.
I learned that it’s not enough to simply lead or manage—I had to balance both. The key was knowing when to step into a leadership role to inspire and when to manage to keep things on track.
Overcoming Imposter Syndrome: Finding Confidence as a Leader
Another hurdle I faced early in my leadership role was imposter syndrome. Despite my achievements, I often questioned whether I really deserved to be in charge. Who am I to be leading this team? What if they find out I’m not as capable as they think I am? These thoughts were constant.
Over time, I learned to manage imposter syndrome by adopting a simple 3-step framework:
Identify the triggers: What specific situations make you feel like an imposter?
Reframe negative thoughts: Instead of focusing on doubt, focus on the skills and accomplishments that got you to this point.
Take action with confidence: Confidence comes with doing. Every step forward, no matter how small, builds your self-assurance.
I realized that everyone experiences self-doubt from time to time—what matters is how you respond to it.
The Art of Communication: Clarity, Listening, and Empathy
One of the most powerful tools in any leader's arsenal is effective communication. As I reflected on my journey, I realized that clarity, active listening, and empathy are the cornerstones of any successful conversation.
Clarity helps prevent misunderstandings and aligns everyone on goals and expectations. Whether you’re giving feedback or setting a new direction, being clear about your intentions is key.
Listening is just as critical. Active listening isn’t just about hearing words—it’s about understanding context, emotions, and concerns. When I started truly listening, I built stronger connections with my team and gained insights that helped me lead more effectively.
Empathy ties it all together. Showing empathy in conversations, especially when giving feedback, creates an environment of trust and respect. It allows you to address challenges with sensitivity, which encourages growth rather than defensiveness.
Final thoughts - leadership is a journey not a destination
As I reflect on my own journey, it’s clear that leadership isn’t a destination but a continual process of learning and growth. Emotional intelligence, knowing when to lead vs. manage, overcoming imposter syndrome, and improving communication—these elements have helped shape the leader I am today.
If you’re just starting your leadership journey, remember this: you’re not alone. We all face challenges, but it’s how we respond to them that defines our success. By working on your emotional intelligence, practising empathy, and honing your communication skills, you’ll not only become a more confident leader but also build stronger teams and better relationships.
Leadership isn’t about having all the answers—it’s about showing up with authenticity, vulnerability, and a willingness to grow.
Take Action Today:
Reflect on your own leadership style and the impact you have on those around you
Where can you improve your emotional intelligence? Start to tune into your emotions and how they impact your thoughts and actions, practise managing your emotions especially in stressful situations.
Be empathetic. Practice tuning into other people’s emotions and situations - put yourself in their shoes.
Practice active listening and empathy in your next conversation. Hold back on judgement and advice.
Challenge your imposter syndrome by taking action, even when you feel uncertain.
Do I need an Executive Coach?
Do I need an Executive Coach?
Have you ever thought about working with an Executive Coach, but not sure if it’s right for you?
Do I need an Executive Coach?
Have you ever thought about working with an Executive Coach, but not sure if it’s right for you?
Coaching is for anyone who wants to unlock their full potential.
A coach will help you explore your business and personal development goals and ambitions and achieve them. They can support you to build self-awareness, emotional intelligence, confidence, leadership and relationships with others.
An Executive Coach will act like a sounding board to help you think through, clarify your thoughts, shift perspective, resolve challenges and achieve your goals. Coaching is forward-looking and action-oriented.
A Coach is always on your side, they’re not there to tell you what to do, but as your guide. They will help you create a plan, help you celebrate what you have achieved and hold you accountable for achieving more.
Coaching will help you to:
Build self-awareness and emotional intelligence.
Make clear decisions and get stuff done
Enhance your leadership and management skills
Improve your relationships with others
Sharpen your communications skills
Be more confident and resilient.
What is Coaching
1. SPACE FOR YOU
When business and life are so busy, it’s often impossible to step back and see things with perspective. Time with a coach encourages you to stop, step back, and gain perspective. It encourages you to make time to ’work on’ the business or yourself. Your time with a coach is space for you alone - it’s entirely non-judgemental, private, and confidential.
2. YOU SET THE AGENDA
The focus of the coaching is down to you. Working with a coach usually begins with an exploratory chat to identify the topics or themes you want to work on over a number of sessions.
The coach will guide you through a series of conversations to dig deep into those topics. The coach’s role is to make the discussions as constructive as possible.
3. FEEL HEARD
Leadership is lonely. When was the last time you felt someone was entirely focussed on listening to you and had the time and space to focus on you? A coach is there to listen and support. Coaches are experienced in deep listening. You are free to talk about anything you need including things, that you feel you can’t talk about with your manager, your colleagues, your family or friends. A coach won’t judge or criticise.
4. FIND CLARITY, SHIFT YOUR PERSPECTIVE AND OVERCOME OBSTACLES
Unlike counselling or therapy which tends to unpack the past, coaching is about the future. It’s about growth and development. Although it may sometimes involve exploring self-sabotaging thoughts or blocks that have held you back in the past, so you can move around them.
5. MAKE BETTER DECISIONS
Making big decisions can be stressful - sometimes we get lost in all the what-ifs. A coach will help you to evaluate the options and possible outcomes. Giving you perspective to make decisions more easily and confidently and reduce stress.
6. FOCUS ON THE FUTURE
A coach will help you to identify and achieve goals. A business coach may work with you to identify business objectives, while an executive or leadership coach help you to develop such as boosting confidence, improving time management, building better relationships or becoming a better leader.
7. MOTIVATION AND STIMULATION
Finally, coaching can be fun and rewarding. A coach should inspire and motivate you. It will stimulate you to explore new options and motivate you to move forward. Importantly a good coach will provide a relaxed, empathetic environment where you feel safe and can smile.
How to choose a coach
If you are thinking about working with a coach it is important to find one that you like and can connect with and build rapport. You can get a good sense of a coach from their website but you should request an initial chat to find out more about them and establish if there is a good fit.
How does coaching work in practice?
Executive coaching takes place across a number of sessions over a period of time, typically 9–12 sessions across 6–9 months. The space in between sessions is important so the leader can test out new approaches and behaviours they have committed to in their previous session, then debrief and build on it in the next session. Executive coaching sessions can be delivered either face-to-face or virtually. A mixture of both can be used over time.
Work with me - Polly Robinson Executive Coach / Leadership Coach
I am a qualified Executive Coach and Mentor (ILM Level 7) working with business leaders and senior managers in all sectors. I will become a supportive friend, a listening ear, and a shoulder to lean on.
I’m based in Bristol and coaching people across the South West, London, Wales and all over the UK. I work with coachees face-to-face or online via Zoom or other video platforms.
We will build a strong and trusting relationship, where I will support and challenge you to focus on your values and what is important for your business and your life to inform your decisions and choices. You will identify objectives and remove the barriers that may be getting in the way of continued growth and success.
We will create space for a series of constructive conversations where you are able to be open and honest and sometimes tackle difficult topics. I will support and sometimes challenge your perspective - helping you to understand yourself better.
Free trial coaching session
If you’d like to find out more about whether coaching is right for you, and take advantage of a free 30min coaching session, contact me.