The day you become CEO, the job changes in ways nobody fully explains. The people who were your peers now report to you. The board, the bank or the owners expect you to know the answer. And the one person who used to give you honest feedback may now be you. That is why so many leaders look at executive coaching for first time CEOs.
The short version. A good coach helps a new CEO see their own blind spots, set priorities for the first year and practice hard conversations before they happen. A coach is not a substitute for peers who have done the job. Many new CEOs do well with both.
What changes in the first year
Your relationships change. Former peers now watch how you treat them. Friends at work become direct reports. Some will test you.
Your feedback disappears. The higher you go, the less people tell you the truth. Small problems reach you late.
Your calendar fills itself. Without a plan, the first year becomes a year of other people’s priorities.
You stop doing the work that got you promoted. Great operators and great sellers often become CEO. The new job asks you to set direction, hire leaders and let go of the work you were known for.
Where an executive coach helps
Seeing yourself clearly. A coach can gather feedback from your team and show you patterns you can’t see from the inside.
Setting year one priorities. A coach can help you choose the three or four things that matter this year and say no to the rest.
Rehearsing hard moments. The first termination, the first board meeting, the first time you tell the team bad news. Practicing with a coach makes the real thing calmer.
Holding you to your word. New CEOs make many commitments. A coach checks in on the ones you made to yourself.
What to look for in a coach
Look for someone who has worked with CEOs at companies your size, who can describe how they measure progress and who will tell you something you don’t want to hear in the first meeting. Ask for two references from CEOs they have coached. Chemistry matters. If you wouldn’t call this person on a bad day, keep looking.
Questions to ask before you hire a coach
What does a typical engagement look like? How will we know it is working? How do you gather feedback from my team? What do you do when a client isn’t making progress? When would you tell me I don’t need you anymore?
Coach, peer group or both?
A coach gives you one experienced voice focused only on you. A CEO peer group gives you a room of people who hold the same job and have made the decision you are facing. A coach is strong for personal growth and rehearsal. Peers are strong for perspective and for the reminder that you are not the only one. Many first time CEOs start with one and add the other later. There is no wrong order.
Frequently asked questions
Do first time CEOs need an executive coach? Not always. A coach helps when you are stepping into a role with new kinds of decisions, new relationships and less honest feedback. That describes the first year for many new CEOs.
When should a new CEO start coaching? Early is easier. The first ninety days set habits and expectations that are harder to change later.
Is executive coaching the same as a CEO peer group? No. Coaching is one on one with a trained coach. A peer group is a small, confidential room of CEOs who advise each other. They work well together.
New in the seat? If you just became CEO, or you are about to, I’d be glad to talk about what the first year looks like. If the timing isn’t right, that’s completely fine. Schedule a Conversation