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Would coaching help this leader?

Rate twelve evidence-backed factors about one leader. The result tells you whether coaching is likely to be the right next step, or whether something else would serve them better.

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The role they are in

They are new to the role, or have recently stepped up in scope or seniority.

They operate with a high level of autonomy, with little oversight above them.

They have few peers at their level to think out loud with safely.

The work itself

Their work is complex and ambiguous, with no clear playbook.

They regularly face ethical or values-based judgment calls.

They are making high-stakes decisions that carry real consequences.

Their role involves demanding people leadership (performance, conflict, team dynamics).

The pressure they carry

They are carrying a heavy load, with early signs of strain.

Their work is emotionally demanding, with difficult conversations the norm.

Their readiness and potential

They are technically strong, but the leadership side is where they are stretched.

They are a high-potential leader you are investing in.

They are open to reflecting on how they lead, not just looking for quick answers.

This quick check draws on the research evidence about when coaching makes the most difference.