What's one key thing you've learned about leadership from your experience as an executive coach? What insight has resonated with you the most?

Question

Leadership is a journey of continuous growth and learning. This article delves into key insights gained from executive coaching experiences, offering a wealth of knowledge for aspiring and seasoned leaders alike. Drawing from the wisdom of experts in the field, these insights cover crucial aspects of leadership, from decision-making and self-awareness to building trust and fostering innovation.

Jeff Mains · Answer

Hey there,
I'm Jeff Mains, a five-time entrepreneur, CEO of Intelligent Contacts, and founder of Champion Leadership Group, where I coach CEOs and executive teams scaling companies from $2M to $100M+. After decades spent building, scaling, and exiting businesses, I've realized that the biggest leadership breakthroughs rarely happen in boardrooms--they happen in moments when leaders stop trying to be the smartest person in the room.
The leaders who build enduring companies aren't those who make the most decisions; they're the ones who design environments where better decisions happen without them.
In working with growth-stage executives, I've seen that real leadership isn't about being at the center of everything; it's about building systems of trust, strategic clarity, and operational autonomy. The leaders who scale successfully trade control for architecture: they create frameworks where teams move fast, own outcomes, and adapt without constant oversight. That shift--from hero to architect--is what separates those who build lasting companies from those who burn out trying.
I'm happy to share additional examples or deeper insights if needed.
Best regards,Jeff MainsFounder, Champion Leadership Group | CEO, Intelligent Contactshttps://championleadership.com/

Regina Huber · Answer

The Real Work of Leadership Starts Within
One of the most powerful lessons I've learned as an executive coach is that great leadership starts with self-leadership. It's the foundation for leading others effectively—and it's often the missing link when leaders feel stuck or misaligned.
At the heart of self-leadership is extreme self-awareness—not just knowing your strengths and blind spots, but also understanding your impact, values, emotional triggers, and default behaviors under pressure. This kind of awareness goes beyond introspection and self-observation; it's what enables emotional intelligence, clearer decision-making, and a more compelling leadership presence.
But it goes deeper: self-leadership requires the courage to look at what shaped you. What early experiences influence how you lead or hold back? What unspoken fears or other suppressed emotions are still driving your choices? I've seen time and again how unresolved inner conflicts quietly limit a leader's capacity to show up fully—for their team, for their vision, and for themselves.
The real shift happens when leaders not only recognize their limitations but transmute them—when they stop avoiding discomfort, dare to look closely, and use their findings as fuel for growth and deeper understanding of those they work with. That's where stronger communication, compassion, and greater authenticity emerge—not as tactics, but as natural extensions of who they've become.
In short, self-leadership doesn't just make you a better leader of others—it makes you a more whole, congruent version of yourself. And that changes everything: your career, your leadership, your entire life.

Trayton Vance · Answer

If there's one lesson that has echoed through almost every coaching conversation I've had with senior leaders, it's this: Great leadership begins where ego ends.
In my experience as an executive coach, I've worked with people at the top of their game - CEOs, directors, senior managers - all navigating high-pressure environments, big decisions, and even bigger expectations.
What separates the good from the truly great? It's not always technical skill or strategic thinking. It's the ability to recognize and regulate the ego.
Because here's the truth: ego isn't always loud or obvious. It doesn't always look like arrogance or bravado. Often, it hides behind perfectionism, the need to be right, or the fear of looking weak.
And that's what I've come to realize through this work - ego isn't confidence. It's fear in disguise.
Fear of being wrong.Fear of not being enough.Fear of losing control.
The most powerful insight I've learned - and the one that continues to resonate - is this: when leaders let go of ego, they make space for real leadership to emerge.
They listen, rather than assume.They ask curious, open questions, rather than jumping in with answers.They let others take the lead, rather than needing the spotlight.
This shift changes everything.
It builds psychological safety. It encourages fresh thinking. It creates room for others to grow. And it sets the tone for a culture that values collaboration over competition.
One leader I worked with said something that's stayed with me:"The moment I stopped needing to be the smartest person in the room was the moment my team truly started thriving."
That's the kind of transformation coaching supports. It's not just about performance. It's about awareness. Courage. Emotional maturity.
We create a safe space to hold up the mirror - gently but honestly. We help leaders pause, reflect, and respond instead of reacting from ego.
Because when ego takes a back seat, trust takes the wheel.And that's when leadership becomes not just effective but deeply human.

Cindy Cavoto · Answer

One key learning that has profoundly resonated with me through my experience as an executive coach is the immense power of authentic vulnerability in leadership. It's easy to fall into the trap of believing that leaders must always project an image of unwavering strength and certainty. However, what I've consistently observed is that when leaders allow themselves to be genuinely human, acknowledging their own mistakes, uncertainties, and even fears, they foster deeper trust and connection with their teams.
This insight has been particularly impactful because it challenges the traditional, often outdated, notion of the stoic, all-knowing leader. When leaders demonstrate vulnerability, it creates a psychological safety net for their teams. It signals that it's okay to not have all the answers, to take risks, and to learn from failures. This, in turn, encourages greater openness, collaboration, and innovation. People are more likely to bring their whole selves to work and contribute their best ideas when they feel their leader is also operating from a place of genuine humanity. The courage to be vulnerable isn't a weakness; it's a powerful catalyst for building strong, resilient, and high-performing teams.

Kristina Holle · Answer

One of the most powerful things I've learned about leadership through my work as an executive coach is this: authentic leadership begins with self-trust.
Many high-performing leaders come to coaching thinking they need to fix something--improve their communication, manage stress better, or lead their teams more effectively. While these are valid goals, what I've consistently seen is that true transformation begins when a leader starts to trust their inner compass. It happens when they stop outsourcing their worth to titles, validation, or external metrics--and instead lead from a grounded place of clarity, courage, and alignment.
The insight that has resonated with me most is this: People don't follow perfection. They follow realness. Vulnerability, empathy, and presence are not soft skills--they're power skills. When a leader embodies these qualities, it creates ripple effects in culture, engagement, and trust.
Through my coaching practice and my SHIFT framework, I've watched leaders step out of burnout and into boldness. They lead not from ego, but from authenticity--and that shift changes everything.
-- Kristina M. HolleFounder, The Authentic You Coaching | Executive Coach | Leadership Strategist | Author of The Authentic You

Ryan Crittenden · Answer

The best leaders grow people, not just performance.
It's easy to get caught up in results—metrics, deadlines, shareholder expectations—but the most transformative leaders I've worked with are the ones who ask, "How am I developing the people around me?" They understand that sustainable success comes from building trust, fostering autonomy, and investing in others' growth.
"Your presence is your power."
How a leader shows up—in conflict, in meetings, in moments of uncertainty—can shift the entire culture. It's not about having the right answers. It's about modeling curiosity, calm, and care. I've seen teams change simply because a leader chose to listen more, reflect before reacting, and show up with authenticity.

Tara Furiani · Answer

The best leaders are those who have done the work on themselves. Period.
I've coached enough executives to know that a title means nothing if one's ego is louder than their self-awareness. The leaders who make a real impact—who earn trust, build loyalty, and drive results—are those who are honest about their blind spots, open to hard feedback, and unafraid to evolve.
The biggest insight? Leadership isn't about being the smartest person in the room. It's about being the most accountable. The moment you start thinking you've arrived, you've already started falling behind.

Rebecca Goldsberry · Answer

The most impactful leaders I've worked with understand that their success is directly tied to how well they empower, trust, and grow those around them. It's not just about hitting KPIs or achieving short-term wins—it's about creating an environment where individuals feel valued, heard, and inspired to bring their best every day.
The insight that's resonated with me the most is this: "People support what they help create." When leaders invite collaboration, encourage ownership, and lead with transparency, they foster deeper commitment, stronger culture, and ultimately, better outcomes. Leadership isn't about having all the answers—it's about asking the right questions and building others up to find their own. It's in those moments of coaching, mentoring, and championing others that leadership becomes transformational rather than transactional.
Over time, I've also seen that leadership is deeply personal. The best leaders take time to understand their own values, blind spots, and communication style. Self-awareness becomes the foundation for trust and influence. When leaders are willing to do the inner work, it shows up in their outer impact. They create space for vulnerability, growth, and authenticity—qualities that make a lasting difference not just in performance, but in people's lives. As a coach, it's incredibly rewarding to witness these breakthroughs and be a catalyst for that kind of leadership evolution.

Riana Malia · Answer

**The Most Overlooked Leadership Shift? Clearing What No Longer Serves You.**  *By Riana Malia, Author, Speaker, and Reinvention Strategist | Creator of the Clear to Create™ Method*
As an executive coach turned reinvention strategist, I've worked with countless high-achieving women--CEOs, founders, physicians, creatives--who appear to have it all. But beneath the accolades and achievements, many of them feel something deeper is off.
Not because they lack discipline. But because they've been *leading from a place that's not fully aligned with who they are now*.
The biggest shift I've seen? Real leadership doesn't come from learning more--it comes from *clearing more*.  
Clearing outdated programming.  Clearing emotional patterns that sabotage progress.  Clearing the internal pressure to be everything for everyone.
That's the work I do through my Clear to Create™ Method: a neuroscience-backed, heart-forward process that helps leaders rewrite the unconscious patterns running the show--and create from a place of deep clarity and personal alignment.
Because here's the truth:  Until you clear what's in the way, you'll keep building on top of instability.  You'll keep trying to do "more" to feel "enough."  You'll lead from burnout, not brilliance.
One of the most powerful moments in my work is watching a client pause and say, "I've never led from *this* place before... and I didn't even know it was available to me."
Leadership in this new era isn't about being perfect.  It's about being aligned.
Because when you're truly aligned with your values, your energy, and your vision--  you become magnetic. Unshakeable. Whole.
And from there?  You don't just lead.  You liberate.

Michele Caron · Answer

One key thing I've learned about leadership as an executive coach is this: leadership always begins with self-leadership. The most effective leaders aren't just skilled at influencing others--they're deeply practiced in leading themselves. That means managing their own emotional landscape, staying grounded in the present moment, and cultivating personal habits that support clarity, resilience, and focus.
When a leader is out of alignment internally--reactive, overwhelmed, disconnected from themselves--it shows up in their decisions, relationships, and culture. But when they are anchored in self-awareness and self-discipline, they lead with authenticity and calm authority. They become a stable presence others can trust.
The insight that has resonated with me most is this: leadership isn't a performance, it's a practice. The daily work of staying emotionally regulated, prioritizing what matters, and maintaining healthy relationships is what builds the kind of leadership people want to follow--not just because they have to, but because they're inspired to.

Zabrina Mok · Answer

Throughout my 15-year journey, I've come to appreciate that leadership is less about having all the answers and more about fostering an environment where solutions can emerge. This perspective aligns with the concept of authentic leadership, which emphasizes self-awareness, transparency, and ethical behavior as foundational elements of effective leadership.
One insight that has profoundly resonated with me is the importance of embracing vulnerability. Leaders who acknowledge their imperfections and uncertainties create a culture of trust and openness within their teams. This approach not only fosters collaboration but also encourages innovation, as team members feel safe to share ideas without fear of judgment.
Another significant lesson is the value of active listening. In our fast-paced world, it's easy to overlook the power of truly hearing what others have to say. Leaders who listen attentively gain diverse perspectives, make informed decisions, and empower their teams. This practice aligns with the principle that leadership is not about having all the answers but about creating an environment where solutions can emerge.
Furthermore, I've learned that leading by example is crucial. Demonstrating the behaviors and values you wish to see in your team sets a standard and inspires others to follow suit. This practice is encapsulated in the "Model the Way" principle from The Leadership Challenge, which emphasizes the importance of leaders aligning their actions with shared values.
Lastly, the ability to adapt and remain resilient in the face of change has been a recurring theme in my coaching experience. Leaders who navigate challenges with flexibility and a positive outlook not only overcome obstacles but also inspire their teams to do the same. This adaptability is essential in today's ever-evolving business landscape.
These insights have not only shaped my approach to coaching but have also reinforced my belief that leadership is a continuous journey of growth, learning, and genuine connection with others.

Lara Heacock · Answer

No matter what the industry or company size, human-first leadership makes the most positive impact. Particularly when things are uncertain, leaders who prioritize their people get the best results. Difficult conversations are received better, feedback is able to be integrated more easily, and both retention and engagement are positively impacted. Yes, we have to get business done. Leaders who do so in a way that's kind and honors the humanity of those in their care get it done better.

Neelu Kaur · Answer

We are a system, and what I mean by this is that we don't operate in a silo. Our fingers rely on our hands. Our hands rely on our arms. As leaders, we must take a systems approach not just individually but for our organizations. On the individual front, how we are in one area of our life is likely how we show up in other areas. If you are having personal challenges, it will impact the way you lead. Similarly, if you are having issues with an employee, when we take a systems approach, we don't dissect the individual; we first look at their team, department, and ultimately assess what is going on in the organization before taking action.

Kraig Kleeman · Answer

Leadership Isn't Loud: Kraig Kleeman on the Quiet Power of Executive Presence
The most powerful insight I've gained about leadership is that it's not about being the loudest voice in the room; it's about being the most grounded one. As a CEO and an executive coach, I've seen that the most high-impact leaders lead with clarity, not chaos. They are extremely aware of when to speak, when to listen, and most importantly, when to get out of the way.
True leadership is the art of making others feel stronger in your presence, not smaller. It's about creating space for others to grow and learn rather than occupying every space with your opinions. The leaders who resonate the most are those who combine strategy with empathy, and calm with conviction. The louder the world gets, the more valuable quiet confidence becomes.

Nikita Sherbina · Answer

One key thing I've learned about leadership from my experience as an executive coach is the importance of emotional intelligence. I've worked with many leaders who had impressive technical skills but struggled with building trust and effectively communicating with their teams. The insight that's resonated with me the most is that leadership isn't just about decision-making or strategy; it's about understanding and connecting with people. The most successful leaders I've coached have been those who actively listen, show empathy, and recognize the emotions that drive their team's actions. This ability to create an environment where people feel heard and valued leads to higher engagement, better collaboration, and overall success. It's shaped my coaching approach, where I now prioritize helping leaders develop self-awareness and improve their interpersonal relationships as much as their strategic thinking.

Mike Loughrin · Answer

I find the most effective leaders care about the quality of life for themselves and their employees. I probe prospective clients to learn how they feel about the quality of life at their organization.
If they are just seeking to cut costs and make money, then they will probably not say yes to working with me and my organization. We would just be a cost they need to cut.
But if they are tired of the firefighting and the hassles of processes not up to the challenges of today, then we have opportunities we can focus on and work together to solve.
Working with leaders who value quality of life for all has resonated with me in how I approach work. I am very focused on not getting overloaded with work. I make time to head out for a bicycle ride or hike almost every day. I collaborate with my team to ensure everyone has a balanced workload. Low-value items move to the parking lot.

Bradley Kerschensteiner · Answer

There are many traits, skills, and competencies necessary for good leadership. As an Executive Coach for 20 years, I have seen that trust is the single most non-negotiable skill that a leader needs to practice. Leaders often make the mistake of making others earn trust when what they need to do is give trust so that it is then reciprocated. Trust, of course, gets fractured, even in small ways. Therefore, rebuilding and restoring trust is also a key skill for leadership, including practicing accountability and empathy.

Evan McCarthy · Answer

One key thing I've learned about leadership from my experience as an executive coach is the importance of emotional intelligence in building trust and fostering effective teams. Leaders who are self-aware, empathetic, and open to feedback create environments where others feel safe to share ideas and take risks. The insight that has resonated with me the most is that leadership is not about having all the answers, but about empowering others and helping them grow. As a result, I've focused on listening more than speaking and recognizing the unique strengths in each team member. This shift in mindset has not only made me a better leader but has also helped my business thrive by building a more collaborative and engaged team.

Susan Elford · Answer

People are people, indeed! Perhaps not a new concept, but a reinforced one. It doesn't matter how high you climb in your organization; each new level of leadership brings new insecurities, reactivated cases of "imposter syndrome," and a desire to prove oneself. This can easily lead to boundary-setting issues, people-pleasing behaviors, and overworking. Regardless of gender or position, people are still people, and we all question ourselves.

Kelly Roach · Answer

Remember your why. When a company is mission- and values-driven, there is a central purpose behind everything you do, allowing you to operate with a clear focus on the outcomes your customers will achieve and the transformations you're leading them through. This clarity makes it much easier to stay focused and persevere through hard times because you have a "no matter what" commitment to your purpose.

Sohee Jun · Answer

As an executive coach who has worked with hundreds of leaders at all levels, what I've learned about leadership is that leaders need support as well. Leaders are usually very focused on ensuring their team is working and collaborating optimally, and they often neglect to carve out time for their own development, their own growth, and defining the support they need.

Georgi Petrov · Answer

One key thing I've learned is that leadership isn't about having all the answers—it's about asking better questions. The most effective leaders I've coached are the ones who create space for others to think, not just follow. They know how to listen deeply, challenge without crushing, and guide without controlling.
The insight that's stuck with me the most is this: people don't need a superhero; they need someone who makes them feel seen, trusted, and capable. That shift in mindset changes how you show up in every room, and it builds the kind of loyalty and performance no command-and-control style ever could.

22 Key Leadership Insights Gained from Executive Coaching Experience

22 Key Leadership Insights Gained from Executive Coaching Experience

Design Environments for Better Decision-Making

Self-Leadership: The Foundation of Great Leadership

Great Leadership Begins Where Ego Ends

Authentic Vulnerability Fosters Trust and Innovation

Self-Trust: The Cornerstone of Authentic Leadership

Develop People, Not Just Performance

Self-Awareness: The Key to Impactful Leadership

Empower Others to Create Lasting Impact

Clear Internal Blocks to Unlock Leadership Potential

Self-Leadership: The Core of Effective Leadership

Embrace Vulnerability and Active Listening

Prioritize Human-First Leadership for Best Results

Take a Systems Approach to Leadership

Quiet Confidence: The Essence of Executive Presence

Emotional Intelligence: The Heart of Leadership

Value Quality of Life for All

Trust: The Non-Negotiable Skill in Leadership

Emotional Intelligence Builds Strong, Effective Teams

Leadership Challenges Persist at Every Level

Stay Focused on Your Mission and Values

Leaders Need Support and Development Too

Ask Better Questions, Create Space for Growth