What if your leadership potential isn’t limited by your role — but by what you do to nourish your mind?

Before we dive into the “why,” let’s clear up what executive coaching really is — especially the kind I offer.

In my practice, I use the SUN Methodology as a foundation. This means executive coaching is not just a professional development tool — it’s a structured, transformative space for Self-reflection, Understanding, and New action.

It’s designed to help leaders:

• Get clear on their goals and values

• Better understand their behaviors and patterns

• Create aligned strategies to move forward — with confidence, not confusion

This work is rooted in mutual respect, guided by thought-provoking questions, and always tailored to the individual leader’s unique strengths and context. It’s not advice-giving. It’s clarity-building.

Why This Matters

You don’t get physically stronger just by thinking about going to the gym.
Similarly, you don’t become a stronger Fit to Lead leader just by holding the title.

Leadership requires training and nutrients — for your mind.

The information you consume, the reflections you engage in, and the space you give yourself to grow: these are the nutrients that fuel confident, grounded, effective leadership. And executive coaching offers exactly that.

Here are 5 key reasons why investing in executive coaching is a leadership advantage:

1. Clarity — Coaching creates a space to align your values, goals, and daily actions.

2. Self-awareness — It helps you understand your patterns, strengths, and blind spots.

3. Decision-making — You learn to make bolder, better choices with less second-guessing.

4. Sustainable growth — Coaching encourages consistency, not quick fixes.

5. Inspiration ripple effect — When leaders grow, so does their team.

A few powerful stats:

• A MetrixGlobal study found that coaching provided a 788% ROI when including productivity and employee retention.

• According to a study in The Manchester Review, 77% of executives who received coaching reported improved working relationships with their direct reports.

• Bill Gates once said, “Everyone needs a coach. We all need people who give us feedback. That’s how we improve.”

The message? Even the most influential leaders don’t grow alone.don’t.

That’s what it means to be Fit to Lead.

Common Challenges

So why don’t more leaders prioritize this kind of development?

Here are the 4 most common reasons I hear:

1. Time pressure — “I can’t add one more thing to my week.”

2. Competing priorities — “I know it’s important… but it can wait.”

3. Cost hesitation — “Is it really worth investing in coaching for me?”

4. Growth avoidance — “I already know what I need to work on — I just don’t act on it.”

These are all understandable — and yet they also reflect a reactive mindset: one that prioritizes urgent tasks over important growth.

Try This Instead

Here’s what I invite you to do this week:

1. Pause and assess
Ask yourself:
How much of my time is spent on leadership maintenance… vs leadership growth?

2. Choose 1–2 areas you want to evolve
These might be: becoming more decisive, better at communication, or more confident in conflict situations.

3. Make one small shift
Growth doesn’t need to be dramatic.
Small, consistent action beats intense sprints.

Trees that grow slowly build the strongest roots.

Want support identifying your growth areas? Take the CAPDA Leadership test for leaders who are Fit to Lead.