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Coaching for executives: Six common problems and solutions

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Leading a team successfully is more challenging than ever. On the one hand, managers today are confronted with the fact that employees are making new demands on the organization of their work. On the other hand, leaders must learn to deal with new external factors, such as driving digital transformation. 

All too often, managers find themselves in a role with which they feel overwhelmed. The result: frustration that quickly spreads to the entire team and leads to a drop in performance. In this article, we present 6 problems that can be effectively solved through targeted executive coaching. 

Delegating Tasks

Many managers find it difficult to delegate tasks, projects, or responsibilities to one or more team members. But delegating is essential to have enough time for team management and other complex tasks.

Feedback to Employees

Zwei Menschen während eines Coachings für Führungskräfte.
Delegating and soliciting feedback are essential to successful team management.

One-on-one meetings with employees are crucial for a productive working atmosphere. However, these discussions are often neglected because the manager does not have enough time. This can negatively impact the entire team's performance because individuals may not feel valued enough.

Helping Employees achieve their Goals 

If employees don't reach their goals or miss deadlines, it immediately falls back on the manager. It must therefore be ensured that every team member achieves the set goals. If it is foreseeable that this is not the case, the cause must be found and solutions sought. This requires regular meetings.

It is beneficial to establish an open-door policy. This means that employees are encouraged to seek help immediately when a seemingly unsolvable problem arises.

Special Appreciation of Top Performers 

Top performers who are willing to do above-average work must experience an exceptionally high level of appreciation from their manager. In this way, the bond between employees and the company is strengthened over the long term, and it is ensured that they also want to perform at a high level in the future. Nevertheless, managers often find it challenging to recognize the achievements of employees who perform above average adequately. There is also a risk that open recognition will make other employees feel unappreciated and thus demotivated.

Better Work-Life Balance for Employees 

A good work-life balance is necessary for employees to feel comfortable. Both the company and the manager must accommodate their employees in this regard. For the manager, this means explicitly being flexible in work planning and distributing tasks.

The best possible consideration must also be given to the exceptional private circumstances of each team member. In addition, as a general rule, no decisions should be made over someone's head. 

Especially since 2020, the coronavirus has changed the way people live and work.

Dealing with Low-Performers

Low-Performers who regularly underperform at their work pose a particular challenge for managers. Creating a performance improvement plan can be a first step in motivating the team member to perform better.

Eine grafische Darstellung der Leistungssteigerung durch Coaching für Führungskräfte.
Establishing a performance improvement plan can motivate low-performers to do better.

Sparrks offers effective coaching for executives.


Perhaps you are facing one or more of these issues and you want to develop the senior leaders in your organization. In this case, the executive coaching developed by Sparrks can support you with the help of numerous coaching tools.
Here you can choose between several coaching topics whereby the following facts are of particular interest for executives:

Sparrks' Executive Coaching begins with a 45-minute session. Here, a problematic situation is analyzed, and a corresponding solution strategy is developed. It is then the task of the manager to implement the approach developed in the coaching process in everyday working life within the next two weeks.

The next phase is coaching. In a second 45-minute session, the previously developed measures are reflected on. It is jointly assessed to what extent the approaches developed have contributed to solving the problem and which measures could be helpful in the future. In a 30 minute demo call we can advise you further on this subject.

If you would like to learn more about leadership skills: In our article "Leadership skills - 6 soft skills a competent leader needs" we go into more detail about crucial soft skills for leaders.