Many leaders are willing to acknowledge the benefits of executive coaching but are reluctant to participate in it. While they agree that coaching can help leaders streamline their strengths, contend with their constraints, and improve team dynamics, they don’t prioritize it for themselves. Unfortunately, they miss out on reaching their fullest potential.

Here are six reasons why many leaders avoid executive coaching and why none of them should prevent you from getting a coach.

1. Budget

One of the most common excuses used to avoid executive coaching is financial constraints. It’s easy to blame decreased profits, the prioritization of shareholder value, or even charitable giving for a lack of coaching budget.

But the reality is, a team that has experienced the benefits of coaching will likely end up more profitable than before. The improvements in communication, thought leadership, and team dynamics that stem from executive coaching serve to build trust among team members, and trust begets success.

In fact, trust is crucial to team success. It is the foundation upon which everything else is built. According to organizational health expert Patrick Lencioni, trust must precede conflict resolution, commitment, and accountability on the road to results. Trust will ultimately grow your budget.

2. Time

Another finite resource often named as a reason to skip coaching is lack of time. Executive leaders in particular have reached the tops of their fields; they have many responsibilities and the same number of hours in a day as anyone else to get it all done.

But in the same way that executive coaching pays dividends monetarily, it also will pay dividends when it comes to time. There is an upfront investment of hours, yes. But the skills gained provide a return on investment in the long run as leaders navigate conflict more easily, make decisions with more clarity, and efficiently develop future leaders.

3. Timing

Timing refers to the belief that coaching might be necessary, just “not right now.” In the wake of an organizational merger or acquisition or during a time of rapid growth for the company, it’s easy to put coaching off until a later date.

However, it is precisely during big cultural changes like these that coaching really shines. Having an outside voice to help guide and serve as a sounding board during moments of stress can keep you from making big mistakes and make sure that you start off on the right foot in new situations.

4. Optics

Sometimes leaders don’t want to get coaching because they fear it will have poor optics. If there was recent downsizing or the company is dealing with something negative in the public eye, leadership may be understandably wary about investing time and money  in “themselves.”

But when coaching and its purpose is communicated with integrity early and often, it can actually improve public or organizational opinion of leadership. Especially in situations where things are going poorly, leadership’s willingness to look for areas of improvement among themselves can go a long way toward rebuilding trust.

5. Bad experiences

Another reason leaders might not want to get coaching is that they’ve already had coaching–and it didn’t go well. Some coaching frameworks pit team members against one another, while others focus too much on strengths or too much on constraints.

Not all coaching programs yield the same results. This is why it’s key to find the right program for you and your team. When considering a coaching firm, make sure you know:

• Their experience level in your industry
• The scientific validity of their self- and team-assessment tools
• Their longevity in the coaching market
• What happened at other companies after receiving coaching

6. Misunderstanding

Finally, sometimes leaders refuse coaching because they misunderstand what it is. It can be perceived as punitive if there are issues in the workplace. Some leaders also fear they will be talked down to by a coach, undermining their sense of authority.

Again, finding the right executive coaching program is key to avoiding these concerns. High-quality coaching should have:

• Scientifically validated analytical tools that will aid in pinpointing strengths and constraints
• An element of self-assessment and 360 degree feedback
• A partnership framework between the leader and the coach
• A long-term timeline for accountability and acceleration of skills

Here at Teamalytics, that’s exactly what we’ve been offering for thirty years. Our coaches have worked with Fortune 500 companies, professional sports teams, and military leadership. To find out if Teamalytics is the right coaching program for you and your team, download and read our free guide: “Key Considerations When Choosing a Talent Development Partner”.