How to Offer Executive Coaching to a Team Member With Confidence and Clarity
As a leader, you’ve decided to invest in executive coaching for one of your team members. Great move! You’re making an impactful investment in someone’s growth and potential. But now comes the delicate part: telling them.
Let’s be clear—executive coaching is not a punishment. It’s a strategic gift. Still, if it’s not framed thoughtfully, even the most growth-minded employee could misunderstand your intentions.
Here’s how to approach the conversation with your direct report with clarity, confidence, and care:
Lead With Their Strengths
Start by affirming what’s going well. “You’ve been doing a fantastic job leading X project,” or “Your impact on the team culture is clear.” This grounds the conversation in appreciation, not correction.
Frame Coaching as an Investment, Not a Fix
Let them know this is about unlocking their full potential. Try: “I see so much leadership potential in you, and I want to support your continued growth.” This positions coaching as a tool for acceleration, not remediation.
Make It Personal and Practical
Share why you think coaching will serve them specifically. When you point out their specific goals and skills, they’re more likely to feel seen and appreciated. “You’ve mentioned wanting more confidence in strategic conversations—this coach is great at helping leaders sharpen that skill.”
Normalize the Experience
If appropriate, share your own experience or that of others in your organization. “I’ve worked with a coach myself, and it was one of the best decisions I made as a leader.”
Invite Curiosity
Leave space for them to ask questions or express how they feel. Your openness signals trust and partnership.
Coaching works best when it’s welcomed, not imposed. With the right approach, your team member won’t just accept the opportunity—they’ll run with it.
Personalized Executive Coaching
Have a direct report who may benefit from leadership development coaching? Learn more about the Work Well Group approach to executive coaching for current and emerging leaders.
Checklist for Leaders: How to Introduce Executive Coaching to a Team Member
Before the Conversation
Identify and note the person’s key strengths.
Clarify your “why” for offering coaching. What potential do you see in them?
Choose a coach who aligns with their growth goals.
Prepare examples of how coaching has benefitted others (including yourself, if relevant).
During the Conversation
Lead with appreciation. Name some of the unique contributions they’ve made to your organization so far.
Emphasize that coaching is an investment, not a correction.
Tie the opportunity to their specific career goals.
Normalize the coaching experience as a regular part of leadership development.
Share logistics: timeline, confidentiality, and how it will fit into their schedule.
Invite questions and listen with curiosity.
After the Conversation
Follow up with encouragement and enthusiasm.
Reaffirm your support and availability.
Celebrate their decision to engage—this is a step on the path to leadership!
Stay curious and supportive as they move through the process (but don’t micromanage it).
