In a recent LinkedIn post, Roberta Matuson, founder of the talent consulting firm Absolute Advantage, discusses the critical indicators that signal a senior leader might benefit from executive coaching. Matuson addresses a common question she receives: how to determine if coaching is necessary.
According to Matuson, the very act of questioning one’s need for coaching is often a strong sign in itself. She highlights several recurring signals she observes in senior leaders who are navigating complex challenges or transitions in their roles.
“If you’re asking the question, you’re usually already halfway there.”
Matuson outlines specific scenarios that commonly prompt leaders to seek guidance. These include stepping into a significantly larger role where previous strategies are no longer effective, experiencing declining team retention despite satisfactory performance, or struggling with delegation due to a lack of trust.
Recognizing the Need for External Guidance
The insights shared by Matuson provide a practical framework for self-assessment among leaders. She points out that consistent negative feedback from multiple sources is a significant red flag.
“You’re getting the same negative feedback from different people”
Furthermore, Matuson emphasizes the impact of interpersonal dynamics within leadership teams. She notes that when conflict becomes a persistent drain on time and momentum, or when a leadership team operates more like a disjointed committee than a cohesive unit, it signals a need for intervention.
“Conflict is draining time and momentum”
Matuson argues that the decision to engage a coach is most impactful when the status quo becomes more detrimental than the effort and investment required for change.
The Value Proposition of Coaching
The core of Matuson’s message revolves around the idea that coaching is most valuable when the cost of inaction or maintaining ineffective practices significantly outweighs the cost of seeking professional development. She suggests that leaders who identify with these signals should consider the potential benefits of external perspective and structured support.
“Coaching is most valuable when the cost of “staying the same” is higher than the cost of changing.”
As Matuson concludes her post, she indicates that she has limited availability for new coaching clients in the near future. This availability underscores her proactive approach to helping leaders overcome their challenges and optimize their performance.
📝 About This Content
This article is based on insights shared by Roberta Matuson on LinkedIn.
📅 Originally posted on March 10, 2026 | View original post on LinkedIn →