Downward changes in a team can appear slowly, perhaps through less engagement or missed deadlines. Conflicts and friction between team members may be more evident, and communication is minimal. Team members may begin working independently and not taking accountability for departmental results.
These changes can occur for a variety of reasons, such as an external environment that might be causing a shift in business trends, new executive (s), policy changes, and a lack of competencies to support changing demands. Leadership coaching can be a game-changer by helping teams unlock their potential, navigate challenges, build a culture of trust and open communication, and understand how to address conflict productively.
This blog will explore the signs to recognize suggesting your organization needs a leadership coach to “align leaders and teams to achieve” for effective leadership development.
Top 5 Signs Your Team Needs a Leadership Coach
Sign #1: Low Engagement and Lack of Succession
Low engagement is not always the easiest to measure, especially in cases where engagement may have typically been low. When employees come in late, request to work remotely, or appear to put in minimal efforts (often evident in meeting engagement), it may be time to hire a leadership coach.
Disengaged employees can lead to quiet quitting (a phrase that became popular in 2022) who show no interest in their jobs but do not quit. It reflects growing dissatisfaction with workplace culture, burnout, and shifting attitudes.
At the same time, economic uncertainty continues to rise for businesses across the country,” stated Kerry Smith, national leader of family office services at MNP LLP “A clear, actionable succession plan isn’t just a best practice—it’s critical,” he says. “For owners, it secures their financial future. For employees, it provides stability and confidence in their jobs. Without a written plan, transitions become far more uncertain, putting the survival of the business and the livelihoods of its workforce at risk.”
A Leadership Coach can help with career growth by providing a clear path of professional development that may lead to advancement. When potential succession exists, and a plan of action that leads to engagement, employees are more likely to step up and go the extra mile.
Sign #2: Lack of Accountability and Ownership
Teamwork and therefore team alignment is negatively affected when teams do not take responsibility for their work or their team project contributions. The reality is holding one another accountable is one of the biggest areas of opportunity for teams, and this leads to team dysfunction.
Coaching can strengthen accountability by helping leaders work on behaviours such as trust, setting clear expectations, and addressing what accountability and ownership should look like.
“Accountability is typically the most difficult behaviour for a team to master. Most will never get to the point where each team member routinely holds all other members accountable. Reaching and maintaining good scores in the previous steps will make accountability much easier. Accountability can become part of a team’s overall dynamic.” – The Five Behaviours
A coach can also help develop perspective by unravelling the issues that may lead to a reluctance of team members speaking up and encourage leaders to wear a support “hat” versus being accusatory. Whether in a group setting or one-one, a coach can help the team develop the behaviours that lead to a cohesive team.
Sign #3: Communication Breakdowns and Conflict
Communication can break down when leaders work in silos, and this leads to tension and unresolved conflict between team members. The culture becomes “us versus them” rather than “we”.
A coach can work with leaders to practice embracing conflict with respect and positive outcomes rather than disrespect and negativity, or almost worse, ignored conflicts that are never addressed. As leaders begin to view conflict as simply uncomfortable conversations, listening and communication skills become more effective.
When signs suggest internal communication is lacking or unclear, a coach can address emotional intelligence and the power of mindfulness in providing communication that works effectively for the entire team.
Sign #4: Leaders Who Struggle to Inspire and Influence
A leader is always on a pedestal; leaders must remember that. Actions, behaviours, and words are being monitored and scrutinized at all levels of an organization (albeit informally). A leader is not responsible to motivate (we motivate ourselves), but must provide the right environment to optimize intrinsic motivation.
A leadership coach can help build confidence, and confidence leads to presence. An effective leader has presence that can instil confidence and transfer empowerment to others. An effective leader is also an active listener who never tells, but allows team members to initiative and suggest by asking the right questions. That shifts the culture from micromanagement to empowerment.
Not all leaders are “born” leaders and a coach can explore how one can use existing skills and expertise to mentor others. It is often a matter of not what is said but how it is said that inspires.
According to a study done by Gallup, 10% of the population are natural leaders, and another 20% possess leadership traits, and with training and guidance, they can be great leaders. It is important to note that this study focused on corporate leadership.
Sign #5: Resistance to Change and Innovation
Resistance to change is not a conscious reaction; humans are inherently cautious about change. We crave routine, so change needs to strategic to be embraced. According to McKinsey Canada, about 70% of change efforts actually end up failing due to poor management. Without a positive outlook to change, innovation does not take place.
Research shows that 83% of employees experiencing change fatigue lack the necessary tools and resources to adapt, leaving them unprepared and overwhelmed (Capterra, 2022).
Compounding the issue, 41% of employees cite mistrust in their organization as the primary driver of resistance (Oak Engage, 2023). Without trust, employees are unlikely to engage positively with change efforts.
A leadership coach can help leaders support the benefits of change, help them plan ahead, and therefore avoid a crisis. This relies on good communication, planning, project detailing and effective change management.
Coaching is based on an ask, rather than tell, foundation. A leadership coach can uncover the limitations to potential innovation by guiding leaders to envision their imagined future, not their current reality.
Conclusion
These are five common signs your team needs a Leadership Coach that we have seen working with our clients; your organization may have experienced one or even all five. It may be challenging for an organization to recognize these signs, and through a thorough Discovery process and possibly leadership assessments such as DiSC® and The Five Behaviours™, X5 Management can help.
Our tailored coaching programs empower executives, business leaders, and sales teams to navigate challenges, enhance leadership effectiveness, and achieve measurable success. Whether you’re refining your leadership approach, scaling your business, or improving sales performance, we provide the strategic guidance you need to excel.
At X5 Management, we don’t believe in one-size-fits-all solutions. Our coaching is customized to your unique goals, leadership style, and business challenges, ensuring meaningful and measurable progress.
Beyond leadership insights, we provide ongoing support and accountability to help executives implement changes, track progress, and achieve long-term success
We don’t just coach—we become a trusted partner in your leadership journey, helping you navigate challenges, seize opportunities, and stay ahead in a rapidly evolving business landscape.
About the Author: Kris Schinke, Vice President – Integration
for-profit. She has a passion for inspiring and coaching others and believes a positive work culture is key for business growth and sustainability. She is adept in training, leadership and promoting teamwork. Kris is delighted to be working with X5 Management, not only to support valued clients but also in her executive role supporting the ongoing business growth, both internally and externally.
She is an avid volunteer and loves to donate time and effort to a variety of organizations.
A proponent of personal development, Kris holds an MBA from Athabasca University, her Distinguished Toastmaster designation from Toastmasters International and her Life Coaching Certification from New Skills Academy. She also attended Harvard Business School (A Culture of Health in Business) and Norquest College (Inclusion at Work, Business Economics).
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