{"id":1974,"date":"2026-03-02T16:28:37","date_gmt":"2026-03-02T09:28:37","guid":{"rendered":"https:\/\/victuspeople.com\/th\/?p=1974"},"modified":"2026-04-03T16:29:16","modified_gmt":"2026-04-03T09:29:16","slug":"how-to-coach-your-leaders","status":"publish","type":"post","link":"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/","title":{"rendered":"How to coach your leaders"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">\u0e2a\u0e32\u0e23\u0e1a\u0e31\u0e0d<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/#so_What_is_leadership_Coaching\" >so, What is (leadership) Coaching?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/#Coaching_vs_Mentoring\" >Coaching vs Mentoring\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/#The_AARR_Coaching_Framework\" >The AARR Coaching Framework<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/#Common_Leadership_Coaching_Mistakes\" >Common Leadership Coaching Mistakes<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/#How_to_Make_Leadership_Coaching_Work\" >How to Make Leadership Coaching Work<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/#When_to_Coach_vs_When_to_Hire_a_Coach\" >When to Coach vs When to Hire a Coach<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/#FAQs\" >FAQs<\/a><\/li><\/ul><\/nav><\/div>\n<p><span style=\"font-weight: 400;\">In Thailand, if you\u2019re a soft skills trainer, you can call yourself a Coach. If you\u2019re a motivational speaker, you can be a Coach. If you\u2019re an English teacher, you can go by as a Coach.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0But coaching is neither teaching, training nor preaching.\u00a0<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"so_What_is_leadership_Coaching\"><\/span><span style=\"font-weight: 400;\">so, What is (leadership) Coaching?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A leader came to <strong><a href=\"https:\/\/www.linkedin.com\/in\/harithakandalla\/\">Haritha<\/a><\/strong> wanting to inspire their team. To be a more inspirational speaker.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During their coaching conversation, the leader realised what they actually wanted was something deeper: to build <\/span><b>emotional trust with their team<\/b><span style=\"font-weight: 400;\">. With their children.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">They felt \u2018<\/span><i><span style=\"font-weight: 400;\">emotionally illiterate<\/span><\/i><span style=\"font-weight: 400;\">\u2019<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The real growth opportunity wasn&#8217;t in what they were saying, but in who they were <\/span><b>being<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-2772 \" src=\"https:\/\/victuspeople.com\/wp-content\/uploads\/2026\/03\/What-is-leadership-coaching_Victus-People-1500x844.png\" alt=\"what is coaching\" width=\"720\" height=\"405\" \/><\/p>\n<p><span style=\"font-weight: 400;\">We sat down with Haritha\u2014ex-Microsoft with 2,000+ coaching hours across APAC\u2014to explore what leadership coaching that creates real mindset shifts actually looks like.\u00a0<\/span><\/p>\n<p><iframe loading=\"lazy\" title=\"How to coach your leaders | Ex-Microsoft leader | 2000+ Coaching hours | Victus People\" width=\"1020\" height=\"574\" src=\"https:\/\/www.youtube.com\/embed\/BmZrZ_9sNM0?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<p><span style=\"font-weight: 400;\">Starting with bursting the most common misconception:<\/span><\/p>\n<hr \/>\n<h2><span class=\"ez-toc-section\" id=\"Coaching_vs_Mentoring\"><\/span><span style=\"font-weight: 400;\">Coaching vs Mentoring\u00a0<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A mentor is your guide in a specific field. They&#8217;ve walked the path you want to walk. They share their expertise; advice, contacts, teaching, war stories. Their value is in <\/span><i><span style=\"font-weight: 400;\">what they know<\/span><\/i><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A Coach\u2019s expertise isn&#8217;t your industry or function. <\/span><b>Their expertise is human beings.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">So you won&#8217;t get answers. You&#8217;ll get questions that help you explore your inner world:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Your mindset,\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Value system,\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Strongly-held beliefs,\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Deep-seated fears,\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Motivations\u2026\u00a0<\/span><\/li>\n<\/ul>\n<blockquote><p><i><span style=\"font-weight: 400;\">\u201cThe Coach is there to help you find your own wisdom.\u201d<\/span><\/i><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">Both are valuable.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But if you enter coaching expecting mentoring, you&#8217;ll miss the real transformation that happens when you stop looking outside for answers and start looking within.<\/span><\/p>\n<hr \/>\n<h2><span class=\"ez-toc-section\" id=\"The_AARR_Coaching_Framework\"><\/span><span style=\"font-weight: 400;\">The AARR Coaching Framework<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Haritha shared the <\/span><b>AARR <\/b><span style=\"font-weight: 400;\">framework, which is<\/span> <span style=\"font-weight: 400;\">rooted in Indian philosophy&#8217;s concept of &#8216;<\/span><b>witness consciousness<\/b><span style=\"font-weight: 400;\">&#8216; (Sakshibhav).<\/span><\/p>\n<p><b>Here&#8217;s the core idea:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">We all have the capacity to be both the <\/span><b><i>experiencer<\/i><\/b><span style=\"font-weight: 400;\"> (Drishya state) and the <\/span><b><i>observer<\/i><\/b><span style=\"font-weight: 400;\"> (Drik state) of a moment.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you stay in the Drishya state, you&#8217;re too involved. Your emotions, thoughts, and reactions take over.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But when you move into the Drik state, you create distance. And that distance broadens your perspective.<\/span><\/p>\n<p><b>What this looks like in leadership:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Imagine you&#8217;re leading a multinational team. During a global Zoom call, your team member from the Europe office openly questions your decision in front of senior stakeholders from headquarters.<\/span><\/p>\n<p><b>As the experiencer<\/b><span style=\"font-weight: 400;\">, your mind floods:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">&#8220;Why are they undermining me?&#8221;<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">&#8220;Do they not respect my authority?&#8221;<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">&#8220;Everyone&#8217;s watching. I need to assert control.&#8221;<\/span><\/i><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You react. Maybe you shut them down. Maybe you get defensive. Maybe you go silent and address it passive-aggressively later.<\/span><\/p>\n<p><b>As the observer<\/b><span style=\"font-weight: 400;\">, you create space:<\/span><\/p>\n<ul>\n<li><em>\u201cI\u2019m feeling\u00a0<span style=\"font-weight: 400;\">defensive right now. Why?&#8221;<\/span><\/em><\/li>\n<li><i><span style=\"font-weight: 400;\">&#8220;What&#8217;s actually happening here? They asked a clarifying question.&#8221;<\/span><\/i><\/li>\n<li><i><span style=\"font-weight: 400;\">&#8220;They&#8217;ve always delivered good work. This isn&#8217;t about undermining me.&#8221;<\/span><\/i><\/li>\n<li><i><span style=\"font-weight: 400;\">&#8220;In their culture, challenging ideas openly is how they show engagement.&#8221;<\/span><\/i><\/li>\n<li style=\"list-style-type: none;\"><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">From this space, you respond mindfully. <\/span><i><span style=\"font-weight: 400;\">&#8220;That&#8217;s a fair question. Let me explain my thinking&#8230;&#8221;<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">That&#8217;s <strong>witness consciousness<\/strong> in action.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-2800 size-large\" src=\"https:\/\/victuspeople.com\/wp-content\/uploads\/2026\/03\/The-AARR-Coaching-framework-1500x844.png\" alt=\"The leadership coaching framework\" width=\"1020\" height=\"574\" \/><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">As Haritha says, <\/span><\/p>\n<blockquote>\n<h3><i><span style=\"font-weight: 400;\">&#8220;moving from experiencer to observer is one of the most powerful leadership capabilities anyone can learn.&#8221;<\/span><\/i><\/h3>\n<\/blockquote>\n<p><span style=\"font-weight: 400;\">We asked Haritha about the most common blind spot she sees among leaders. <\/span><b>They don&#8217;t realise the impact they have on their teams.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">They have good intentions, but those intentions don&#8217;t translate into impact because they&#8217;re stuck in the experiencer mode.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This framework gives leaders the meta-awareness to ask: \u201c<\/span><i><span style=\"font-weight: 400;\">How am I showing up? What impact am I creating? Is this aligned with who I want to be?\u201d<\/span><\/i><\/p>\n<hr \/>\n<h2><span class=\"ez-toc-section\" id=\"Common_Leadership_Coaching_Mistakes\"><\/span><span style=\"font-weight: 400;\">Common Leadership Coaching Mistakes<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><b>Mistake #1: Leaders refusing to shed their title<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Some leaders treat coaching as a business meeting. They&#8217;re guarded. They stay in &#8220;leader mode.&#8221; And because they won&#8217;t shed the armour of their position, they can&#8217;t access the vulnerability needed for real growth.<\/span><\/p>\n<blockquote><p><i><span style=\"font-weight: 400;\">You can&#8217;t explore yourself if you&#8217;re performing your title.<\/span><\/i><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">The coaching room is the one place where your title comes second. What matters is who you are underneath it.<\/span><\/p>\n<h3><b>Mistake #2: Leaders NOT willing to dive deep<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Some leaders dip their toes in. They explore surface-level behaviours. <\/span><i><span style=\"font-weight: 400;\">&#8220;I need to communicate better. I need to delegate more.&#8221;<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">They&#8217;re not ready to dive deeper into their beliefs that&#8217;ve been running their decisions for decades.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Haritha is clear about this: <\/span><i><span style=\"font-weight: 400;\">&#8220;You can&#8217;t push someone to go deeper if they&#8217;re not ready.&#8221;<\/span><\/i><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A skilled coach will mirror back what they&#8217;re hearing and ask, &#8220;<\/span><i><span style=\"font-weight: 400;\">Are you willing to explore this more deeply?&#8221;<\/span><\/i><span style=\"font-weight: 400;\"> Ultimately, it\u2019s the leader\u2019s decision.<\/span><\/p>\n<p><b>The deeper you&#8217;re willing to go, the more sustainable the change.\u00a0<\/b><\/p>\n<h3><b>Mistake #3: HR using Coaching as performance management<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">An HR leader reached out: &#8220;<\/span><i><span style=\"font-weight: 400;\">We have a senior manager who&#8217;s underperforming. We&#8217;ve tried everything. Can you coach them? This is their last chance.&#8221;<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">When coaching becomes a veiled performance warning, and when it&#8217;s forced, not chosen, the leader shows up defensive. They don&#8217;t trust the process. They perform rather than explore.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And if the coach is expected to report back to HR, confidentiality breaks down. Without a safe space, there&#8217;s no vulnerability. Without vulnerability, there&#8217;s no transformation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If a leader genuinely wants one last chance and <\/span><i><span style=\"font-weight: 400;\">asks<\/span><\/i><span style=\"font-weight: 400;\"> for coaching, it can work. But if HR is using it as a soft exit strategy, it won&#8217;t.<\/span><\/p>\n<hr \/>\n<h2><span class=\"ez-toc-section\" id=\"How_to_Make_Leadership_Coaching_Work\"><\/span><span style=\"font-weight: 400;\">How to Make Leadership Coaching Work<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><b>What to expect as a Leader Coachee<\/b><\/h3>\n<ul>\n<li aria-level=\"1\">\n<h4><b>The first conversation is a CHEMISTRY CHECK<\/b><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Your first session isn&#8217;t coaching yet. It&#8217;s exploring how well you and the coach tango.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A skilled coach will listen to your story. Understand what brought you here. Clarify what coaching is (and isn&#8217;t).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You&#8217;re checking: <\/span><i><span style=\"font-weight: 400;\">Do I feel safe with this person? Can I be honest here?<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">If the chemistry isn&#8217;t there, find another coach. Trust matters more than credentials.<\/span><\/p>\n<ul>\n<li aria-level=\"1\">\n<h4><b>What a typical Coaching journey looks like<\/b><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">At Victus People, we run a structured 6-month <\/span><strong><span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"https:\/\/victuspeople.com\/training\/leadership-development\/\">program<\/a><\/span><\/strong><span style=\"font-weight: 400;\"> with a clear measurable framework designed specifically for Thai leaders navigating multinational environments.\u00a0<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-2774 size-large\" src=\"https:\/\/victuspeople.com\/wp-content\/uploads\/2026\/03\/6-month-program-1500x765.jpg\" alt=\"The leadership coaching framework\" width=\"1020\" height=\"520\" \/><\/p>\n<ul>\n<li aria-level=\"1\">\n<h4><b>How to Make the Most of It<\/b><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Come prepared. Before each session, reflect:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What patterns did I notice this month?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Where did I react instead of respond?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What am I avoiding looking at?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Between sessions, practice the AARR framework. When you catch yourself in the experiencer state, pause. Create space. Respond from the observer position.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The more you bring to coaching, the more you&#8217;ll get from it.<\/span><\/p>\n<h3><b>For HR and Business Leaders: How to set up for success<\/b><\/h3>\n<ol>\n<li>\n<h4><b> Start with &#8220;Why&#8221;\u00a0<\/b><\/h4>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Before bringing in coaching, get clear:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What specific change do you need to see in your leaders?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Where are they stuck?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is this a group challenge, an individual challenge, or both?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are the leaders <\/span><i><span style=\"font-weight: 400;\">ready<\/span><\/i><span style=\"font-weight: 400;\"> for coaching? Do they want it?<\/span><\/li>\n<\/ul>\n<ol start=\"2\">\n<li>\n<h4><b> (Always) Connect it to Business Outcomes\u00a0<\/b><\/h4>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Don&#8217;t pitch coaching as &#8220;soft skills development.&#8221; Frame it as solving a business problem.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, people are leaving because they don&#8217;t trust their managers. That&#8217;s recruitment costs, lost knowledge, team disruption.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">OR, your leadership team can&#8217;t collaborate, so projects get delayed and revenue targets slip. These aren&#8217;t HR problems. They&#8217;re business problems.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you connect coaching to results, you get budget and buy-in.<\/span><\/p>\n<ol start=\"3\">\n<li>\n<h4><b> Understand the Timeline<\/b><\/h4>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Coaching isn&#8217;t a quick fix. Coaching engagements typically range from 3 months (shortest) to 2 years (longest).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Why so long? Because real transformation (shifting mindset, not just behaviours) takes time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Set realistic expectations with your leadership and your budget.<\/span><\/p>\n<ol start=\"4\">\n<li>\n<h4><b> What Success looks like<\/b><\/h4>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">You&#8217;ll know coaching is working when leaders develop meta-awareness (the ability to observe themselves in real time).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">They start catching their patterns <\/span><i><span style=\"font-weight: 400;\">(&#8220;I&#8217;m getting defensive right now. Why?&#8221;)<\/span><\/i><span style=\"font-weight: 400;\"> before others have to point them out. That self-observation becomes their internal coach.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Eventually, they coach themselves. That&#8217;s when you know the investment paid off.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-2775 size-large\" src=\"https:\/\/victuspeople.com\/wp-content\/uploads\/2026\/03\/Haritha-Kandalla-Sudeep-with-Victus-People-1500x844.png\" alt=\"Haritha Kandalla with Victus People\" width=\"1020\" height=\"574\" \/><\/p>\n<hr \/>\n<h2><span class=\"ez-toc-section\" id=\"When_to_Coach_vs_When_to_Hire_a_Coach\"><\/span><span style=\"font-weight: 400;\">When to Coach vs When to Hire a Coach<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><b>When Leader-as-Coach works well<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">This works when:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The challenge is within their role and capability<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">You&#8217;re focused on skill development or problem-solving<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The relationship has trust and psychological safety<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There&#8217;s no deep personal or behavioral pattern at play<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Use the AARR framework. Ask powerful questions instead of giving answers. Create space for your team to arrive at their own solutions.<\/span><\/p>\n<p><b>The key<\/b><span style=\"font-weight: 400;\">: You&#8217;re using coaching <\/span><i><span style=\"font-weight: 400;\">skills<\/span><\/i><span style=\"font-weight: 400;\">, not providing coaching as a professional service.<\/span><\/p>\n<h3><b>When to Bring in a Professional Coach<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Some situations require an external perspective. Here&#8217;s when:<\/span><\/p>\n<h4><b>1. Deep Behavioural or Mindset Shifts<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">When a leader&#8217;s behaviour is impacting the business, but they can&#8217;t see it themselves, they need someone outside the system.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A professional coach can hold up the mirror without organisational politics getting in the way.<\/span><\/p>\n<h4><b>2. Senior Leadership Development<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">High-potential leaders or executives often can&#8217;t be vulnerable with anyone inside the organisation. They need a confidential space where their title doesn&#8217;t matter.<\/span><\/p>\n<h4><b>3. When Confidentiality Matters<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">If a leader needs to explore personal fears, limiting beliefs, or painful patterns, they won&#8217;t do that with their boss, their HR partner, or even a peer.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">They need someone whose only job is to help them, not to report back, not to judge performance, just to create safety.<\/span><\/p>\n<hr \/>\n<h1><span style=\"font-weight: 400;\">Final Thoughts<\/span><\/h1>\n<p><span style=\"font-weight: 400;\">Professional coaching is expensive. It&#8217;s usually reserved for high-potential or senior leaders where the ROI justifies the investment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But not everyone needs it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sometimes what a leader needs is self-awareness tools (like <strong><a href=\"https:\/\/www.insights.com\">Insights<\/a><\/strong> Discovery\u00ae profiling).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sometimes they need their manager to develop better coaching skills. Sometimes they need peer learning or group facilitation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And if you&#8217;re not sure, get in <\/span><strong><span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"https:\/\/tidycal.com\/victus-people\/askusanything\">touch<\/a><\/span><\/strong><span style=\"font-weight: 400;\">. We&#8217;ll tell you honestly if coaching is the right intervention or not<\/span><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p class=\"article-editor-paragraph\"><span style=\"color: #0000ff;\"><strong><a style=\"color: #0000ff;\" href=\"https:\/\/www.linkedin.com\/in\/harithakandalla\/\">Haritha Kandalla<\/a><\/strong> <\/span>and her team at <span style=\"color: #0000ff;\"><strong><a style=\"color: #0000ff;\" href=\"https:\/\/www.linkedin.com\/company\/aaroha-the-humanistic-leadership-project\/posts\/?feedView=all\">Aaroha &#8211; The Humanistic Leadership Project <\/a><\/strong><\/span>are doing remarkable work blending psychological insights with Indian philosophy.<\/p>\n<p class=\"article-editor-paragraph article-editor-content__has-focus\"><strong>If you&#8217;re looking to support your Thai leaders navigating multinational environments<\/strong>, we run a 6-month program combining <span style=\"color: #0000ff;\"><strong><a style=\"color: #0000ff;\" href=\"https:\/\/www.insights.com\">Insights<\/a><\/strong><\/span> Discovery\u00ae profiling, 360 Feedback, and 12 one-on-one coaching sessions. You get a mid-project pulse check and a post-project impact report with ROI.<\/p>\n<div class=\"text-center\"><div class=\"is-divider divider clearfix\" style=\"max-width:60px;\"><\/div><\/div>\n<h2><span class=\"ez-toc-section\" id=\"FAQs\"><\/span><strong><span style=\"color: #0000ff;\">FAQs<\/span><\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"accordion\">\n\t<div id=\"accordion-2351985658\" class=\"accordion-item\">\n\t\t<a id=\"accordion-2351985658-label\" class=\"accordion-title plain\" href=\"#accordion-item-can-i-coach-my-own-direct-reports,-or-do-i-need-to-hire-an-external-coach?\" aria-expanded=\"false\" aria-controls=\"accordion-2351985658-content\">\n\t\t\t<button class=\"toggle\" aria-label=\"Toggle\"><i class=\"icon-angle-down\" aria-hidden=\"true\"><\/i><\/button>\n\t\t\t<span>Can I coach my own direct reports, or do I need to hire an external coach?<\/span>\n\t\t<\/a>\n\t\t<div id=\"accordion-2351985658-content\" class=\"accordion-inner\" aria-labelledby=\"accordion-2351985658-label\">\n\t\t\t\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\">You can and should use coaching skills with your team (asking questions vs giving answers, creating space for them to think). This works well for performance conversations, skill development, and problem-solving.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Bring in an external coach when:<\/strong> The leader needs to explore deep personal patterns, can&#8217;t be vulnerable with anyone internal, or when their behaviour is impacting the business but they can&#8217;t see it themselves.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\">External coaches provide confidentiality and perspective that internal relationships can&#8217;t.<\/p>\n\t\t<\/div>\n\t<\/div>\n\t\n\t<div id=\"accordion-1048694782\" class=\"accordion-item\">\n\t\t<a id=\"accordion-1048694782-label\" class=\"accordion-title plain\" href=\"#accordion-item-how-do-i-choose-the-right-coach-for-myself-or-my-leaders?\" aria-expanded=\"false\" aria-controls=\"accordion-1048694782-content\">\n\t\t\t<button class=\"toggle\" aria-label=\"Toggle\"><i class=\"icon-angle-down\" aria-hidden=\"true\"><\/i><\/button>\n\t\t\t<span>How do I choose the right coach for myself or my leaders?<\/span>\n\t\t<\/a>\n\t\t<div id=\"accordion-1048694782-content\" class=\"accordion-inner\" aria-labelledby=\"accordion-1048694782-label\">\n\t\t\t\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Chemistry matters more than credentials.<\/strong> The first conversation should feel safe. You\u2019re checking: Can I be honest with this person? Do they create the space I need?<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>For organisations:<\/strong> Look for coaches who understand your cultural context. In Asian business environments, coaches need to navigate hierarchy, face-saving, and indirect communication styles.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\">Ask: Have they coached in multicultural settings? Do they understand the specific pressures Thai leaders face in multinational organisations?<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Practical tip:<\/strong> Have your leader speak with 2-3 coaches before choosing. Trust your gut.<\/p>\n\t\t<\/div>\n\t<\/div>\n\t\n\t<div id=\"accordion-515300919\" class=\"accordion-item\">\n\t\t<a id=\"accordion-515300919-label\" class=\"accordion-title plain\" href=\"#accordion-item-how-much-does-leadership-coaching-cost,-and-what&#039;s-the-roi?\" aria-expanded=\"false\" aria-controls=\"accordion-515300919-content\">\n\t\t\t<button class=\"toggle\" aria-label=\"Toggle\"><i class=\"icon-angle-down\" aria-hidden=\"true\"><\/i><\/button>\n\t\t\t<span>How much does leadership coaching cost, and what's the ROI?<\/span>\n\t\t<\/a>\n\t\t<div id=\"accordion-515300919-content\" class=\"accordion-inner\" aria-labelledby=\"accordion-515300919-label\">\n\t\t\t\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Individual coaching:<\/strong> Typically ranges from THB 6,500-20,000+ per session, depending on the coach&#8217;s experience and approach. Most engagements run 6-18 sessions (3-12 months).<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>ROI to measure:<\/strong> Reduced attrition (recruitment and onboarding costs saved), improved team performance (project delivery, collaboration), faster decision-making (less conflict, clearer communication), and leadership bench strength (promotion readiness).<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Alternative:<\/strong> Group programmes combining profiling, coaching, and masterclasses offer better cost-per-leader for building awareness across multiple managers simultaneously.<\/p>\n\t\t<\/div>\n\t<\/div>\n\t\n\t<div id=\"accordion-1737965728\" class=\"accordion-item\">\n\t\t<a id=\"accordion-1737965728-label\" class=\"accordion-title plain\" href=\"#accordion-item-what-makes-coaching-work-and-what-makes-it-fail?\" aria-expanded=\"false\" aria-controls=\"accordion-1737965728-content\">\n\t\t\t<button class=\"toggle\" aria-label=\"Toggle\"><i class=\"icon-angle-down\" aria-hidden=\"true\"><\/i><\/button>\n\t\t\t<span>What makes coaching work and what makes it fail?<\/span>\n\t\t<\/a>\n\t\t<div id=\"accordion-1737965728-content\" class=\"accordion-inner\" aria-labelledby=\"accordion-1737965728-label\">\n\t\t\t\n<p><strong>Coaching works when:<\/strong><\/p>\n<ul>\n<li>The leader chooses it voluntarily (not forced by HR)<\/li>\n<li>There&#8217;s genuine willingness to explore uncomfortable patterns<\/li>\n<li>Confidentiality is protected absolutely<\/li>\n<li>Clear goals are co-created between leader and coach<\/li>\n<\/ul>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\" style=\"text-align: left;\"><strong>Coaching fails when:<\/strong><\/p>\n<ul>\n<li>Used as veiled performance management<\/li>\n<li>Leader expects tips and answers instead of self-exploration<\/li>\n<li>The leader refuses to go deeper than surface behaviours<\/li>\n<li>It&#8217;s positioned as &#8220;fixing&#8221; someone rather than developing them<\/li>\n<\/ul>\n\t\t<\/div>\n\t<\/div>\n\t\n\t<div id=\"accordion-1599134767\" class=\"accordion-item\">\n\t\t<a id=\"accordion-1599134767-label\" class=\"accordion-title plain\" href=\"#accordion-item-how-do-we-measure-if-coaching-is-actually-working?\" aria-expanded=\"false\" aria-controls=\"accordion-1599134767-content\">\n\t\t\t<button class=\"toggle\" aria-label=\"Toggle\"><i class=\"icon-angle-down\" aria-hidden=\"true\"><\/i><\/button>\n\t\t\t<span>How do we measure if coaching is actually working?<\/span>\n\t\t<\/a>\n\t\t<div id=\"accordion-1599134767-content\" class=\"accordion-inner\" aria-labelledby=\"accordion-1599134767-label\">\n\t\t\t\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Early indicators (first month):<\/strong><\/p>\n<ul>\n<li>Leader uses different language (\u201cI noticed I&#8230;&#8221;vs \u201cThey made me&#8230;&#8221;<\/li>\n<li>Reports new insights about their own patterns<\/li>\n<li>Asks more questions, gives fewer immediate answers<\/li>\n<\/ul>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Mid-term success (2-3 months):<\/strong><\/p>\n<ul>\n<li>Team members report shifts in how the leader shows up<\/li>\n<li>Leader catches themselves reacting and course-corrects in real time<\/li>\n<li>Specific behavioural goals from 360\u00b0 feedback show improvement<\/li>\n<\/ul>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Long-term impact (6+ months):<\/strong><\/p>\n<ul>\n<li>Leader demonstrates consistent self-observation (meta-awareness)<\/li>\n<li>Business metrics improve (team retention, collaboration, delivery)<\/li>\n<li>Leader coaches themselves through challenges without external support<\/li>\n<\/ul>\n<p><strong>The ultimate measure:<\/strong> When the leader no longer needs the coach because they&#8217;ve built the capacity to observe and adjust themselves.<\/p>\n\t\t<\/div>\n\t<\/div>\n\t\n\t<div id=\"accordion-771434004\" class=\"accordion-item\">\n\t\t<a id=\"accordion-771434004-label\" class=\"accordion-title plain\" href=\"#accordion-item-when-should-we-not-invest-in-coaching-for-our-leaders?\" aria-expanded=\"false\" aria-controls=\"accordion-771434004-content\">\n\t\t\t<button class=\"toggle\" aria-label=\"Toggle\"><i class=\"icon-angle-down\" aria-hidden=\"true\"><\/i><\/button>\n\t\t\t<span>When should we NOT invest in coaching for our leaders?<\/span>\n\t\t<\/a>\n\t\t<div id=\"accordion-771434004-content\" class=\"accordion-inner\" aria-labelledby=\"accordion-771434004-label\">\n\t\t\t\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>Don&#8217;t use coaching when:<\/strong><\/p>\n<ul>\n<li>The leader genuinely lacks technical skills or industry knowledge (they need training or mentoring)<\/li>\n<li>It&#8217;s being used to avoid difficult performance conversations (coaching isn&#8217;t performance management)<\/li>\n<li>The leader has no interest and is only showing up because HR required it<\/li>\n<li>The behaviour issue stems from burnout or mental health challenges (they may need therapy or medical support first)<\/li>\n<li>Team dynamics issues are systemic\/structural, not leader-specific (you need organisational development, not individual coaching)<\/li>\n<\/ul>\n<p class=\"font-claude-response-body break-words whitespace-normal leading-&#091;1.7&#093;\"><strong>What to do instead:<\/strong> Sometimes leaders need Insights Discovery profiling to build awareness. Sometimes managers need coaching skills training. Sometimes teams need facilitated workshops. Match the intervention to the actual need.<\/p>\n\t\t<\/div>\n\t<\/div>\n\t\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>In Thailand, if you\u2019re a soft skills trainer, you can call yourself a Coach. If you\u2019re a motivational speaker, you can be a Coach. If you\u2019re an English teacher, you can go by as a Coach.\u00a0 \u00a0But coaching is neither teaching, training nor preaching.\u00a0 so, What is (leadership) Coaching? A leader came to Haritha wanting [&#8230;]\n","protected":false},"author":3,"featured_media":1975,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[38],"tags":[],"class_list":["post-1974","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-victus-people-newsletter"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to coach your leaders - Victus People TH<\/title>\n<meta name=\"description\" content=\"The leadership coaching guide for Thai leaders and HR teams: what it is, how it works, the AARR framework, and when you actually need it.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/victuspeople.com\/th\/how-to-coach-your-leaders\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to coach your leaders - 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