“If I need a coach, does that mean I’m not good enough?”

Leadership isn’t about having all the answers—it’s about staying open to growth.

According to Carol Dweck’s research on growth mindset, the most effective leaders aren’t the ones who "know everything"—they’re the ones who are continuously learning.

Harvard Business Review found that 86% of high-performing leaders use some form of coaching to reflect, adapt, and upskill—because good leadership is never static.

👉 “Coaching isn’t a sign you’re failing—it’s a strategy for staying relevant, resourceful, and resilient in a rapidly changing environment.”

“I’m already stretched. Coaching feels like just another thing.”

Coaching doesn’t take time—it gives time back.

Neuroscience shows that decision fatigue and constant multitasking reduce cognitive performance. Coaching provides structured space for clarity, helping leaders work smarter, not harder.

A Fortune study reported that 70% of leaders who received coaching improved their time management and prioritization—often within the first few sessions.

👉 “The 60 minutes you spend in coaching could save you 6 hours of overthinking, firefighting, or second-guessing later in the week.” Over 17 weeks = 33% of your year. Over 3 years, you’d get an entire YEAR of your life back.

“I can’t justify the spend—it’s not essential.”

Leadership development is a safeguard against burnout and poor decision-making.

Research from The Center for Creative Leadership shows that leaders who invest in development see higher team performance, reduced turnover, and greater resilience in the face of change.

In New Zealand, over 50% of principals report high stress and burnout (NZCER, 2023). Coaching helps reduce cognitive load and improve emotional regulation, which protects longevity in the role.

👉 “Leadership burnout is far more expensive than leadership development.”

“If I was truly capable, I wouldn’t need outside support.”

The best leaders don’t go it alone—they build smart support systems.

Brain science confirms that reflection and dialogue enhance prefrontal cortex activation, which governs decision-making and emotional control (David Rock, Your Brain at Work).

Studies from the International Coaching Federation show coaching improves self-awareness, confidence, and leadership effectiveness by 60–80%.

👉 “Even Olympians have coaches—because talent plus strategy outperforms effort alone.”

“Unless they’ve been in my exact shoes, they can’t help me.”

A great coach doesn’t need your job—they need your trust.

Coaching is grounded in questioning, reflection, and pattern recognition—not giving generic advice. A skilled coach helps you make sense of your context, not apply someone else’s.

👉 “Coaching isn’t about telling you what to do—it’s about helping you access your best thinking, in your unique setting.”

“My job is to support others, not ask for support myself.”

When you support yourself, you strengthen your whole team.

Research from Gallup shows that a leader’s wellbeing directly affects team engagement and student outcomes.

Coaching helps build emotional regulation and resilience—two traits that are contagious in school environments, for better or worse.

👉 “When you invest in your capacity, everyone around you benefits.”

Maybe coaching helps others, but I’m too stuck / too seasoned / too overwhelmed.

Coaching is personalised—it works when you work it.

Unlike training, coaching is tailored to your values, your brain, and your goals. It leverages cognitive-behavioral principles that help you move from reactive to intentional leadership.

According to the Institute of Coaching, over 96% of clients say they’d repeat the coaching experience because of how transformational it felt—even when skeptical at first.

👉 “You don’t need to believe it’ll work. You just need to be open to exploring what might be possible if it did.”