What Is Leadership Coaching - and do I need it?

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

1. Am I feeling stuck or uncertain about what to do next?

2. Do I lack confidence, feel self-doubt, or experience imposter syndrome?

3. Do I need to improve relationships and communication with the people I work with?

4. I don’t know why I find some people more difficult to work with than others?

5. Am I avoiding difficult conversations or decisions?

6. Do I want to feel more in control and less reactive?

7. Have I recently moved into a new role or do I feel out of my depth?

8. Do I want to lead more intentionally, not just get through the day?

9. Is stress, self-doubt or overthinking holding me back?

10. 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.

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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

• Book a free 30-minute Coaching Session >

• Learn more about Growth Space Leadership Coaching >

AI and Other Challenges: Why Human-centred Leadership Still Matters in 2025

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.

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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.