Iesh Pratap Singh

Coaching always works, but everyone’s journey runs at its own speed—some sprint, some take the scenic route (with a few coffee breaks). To connect with a resistant executive, start by listening deeply and understanding their concerns without jumping in like a life coach on caffeine. Show them coaching isn’t about fixing weaknesses but supercharging their strengths. Toss in a success story or two about others who thought coaching was just for TED Talk fans. Then, offer small, easy wins aligned with their goals, so they can see the magic for themselves—no overnight transformations required! Respect their pace, even if it’s a slow jog.

When a client doubts the value of your coaching feedback, start by acknowledging their concerns without getting defensive. Emphasize that coaching is a partnership, where both parties work together to achieve their goals. Share examples of past successes where similar feedback led to positive outcomes. Invite them to discuss specific areas where they feel uncertain and explore how the feedback aligns with their objectives. Use open-ended questions to engage them in self-reflection, helping them see the relevance of the insights. By focusing on partnership and results, you can re-establish the value of your guidance/ assistance/ reflections

When we dropped the ball with our top client, it felt like we’d just pulled the plug on our trust tank. We knew we had to fix it—fast. So, we took a deep breath, owned up to the mistake, and offered a sincere apology, even though we’d rather have hidden under our desks. We laid out a plan to make things right and promised to keep them in the loop, no matter how ugly it got. Over the next few months, we worked our tails off to deliver on every promise, tweaking things based on their feedback. Slowly but surely, they started to trust us again. By the end, we were closer than ever—we’d not only saved the relationship but turned a disaster into a stronger partnership. Who knew messing up could bring people together?

Balancing empathy and objectivity has to be a non-negotiable with both having an equal part as a intent, strategy and action by the coach. Empathy allows you to connect with the executive on a personal level, validating their emotions and offering support. Objectivity, on the other hand, ensures that your guidance is grounded in reality and focused on practical solutions. By acknowledging their feelings while steering the conversation toward constructive actions, you help the executive navigate the crisis effectively. This approach fosters resilience, enabling them to lead with clarity and confidence during challenging times.

When coaching an executive with defensive behavior, it’s crucial to approach feedback with empathy and tact. Start by building trust and framing feedback as a tool for growth rather than criticism. Use specific, objective examples to avoid triggering defensiveness. Encourage self-reflection by asking open-ended questions that prompt the executive to consider alternative perspectives. Reinforce positive behaviors and celebrate small wins to create a safe environment for change. By focusing on collaboration and mutual respect, you can effectively navigate challenges and guide the executive toward constructive development.

To effectively navigate diverse executive personalities, focus on listening to understand rather than just responding. This approach goes beyond language and accent skills, fostering genuine connections. When you listen to understand, you pick up on subtle cues, tailor your communication style to each individual, and build trust. This empathy-driven approach leads to more meaningful conversations, better collaboration, and improved decision-making. By prioritizing understanding, you create stronger relationships and achieve better outcomes, making your communication truly effective.