10 Questions Executive Leaders Must Ask Themselves: Unveiling The Essence Of Executive Coaching For C-Suite Leaders

“In the quest for effective leadership, the most profound answers often lie within the questions we ask ourselves.” Executive coaching for C-suite leaders helps senior leaders do exactly this.

Yes, leaders are learners but questions aren’t just about getting answers – questions are also about the urge to discover more about yourself; become more aware of ‘You’. Because to lead others, you must first lead yourself. To lead yourself, you must know yourself and ask yourself difficult but important questions. The kind that tap into your consciousness or trigger you.

It is important to always be in tune with yourself and recognize what truly makes you a leader.

Before we dive into the 10 questions that every leader, especially those in C-Suite positions, must ask themselves, here are some key questions to get you into a contemplative mood:

If someone replaced you right now, what would they do differently? And therefore dig deeper and ask yourself

What should I STOP doing from today?

What should I START doing from today?

Here are 10 questions to get you started on a journey of leadership within Executive Coaching for C-suite leaders

1. Am I leading by example as a Leader?

Having the courage to do what you preach is the hallmark of any good leader. This is what motivates your team to look up to you. Take a step back and reflect. Put yourself in the shoes of your team members. Are you living the values that you expect them to follow? Like they say ‘walk the talk’ / ‘action speaks louder than words’, it’s vital that your actions align with your personal as well as the organization’s values. Strong leadership is built on the ability to inspire people around you and therefore nothing is more important than practicing what you preach.

2. How motivated am I as an Executive Leader every day?

Dig deep to find out why you wanted to be a leader in the first place. Does that reason still hold good today? Are you passionate and driven about something? Because it is usually that sense of purpose that tends to inspire like-minded people to group around you. Passion comes first, the role of leadership follows. So are you taking measures to consistently fuel that passion?

3. Am I balancing operational tasks with strategic thinking?

Leaders often get engrossed in the daily operations, addressing immediate issues or tasks. By doing this they could be losing sight of the broader organizational goals and long-term strategies. This may also lead leaders to sometimes not be humane with people around, not “listening actively” and may inadvertently ignore the need to be respectful and considerate about others. Therefore striking this balance between daily tasks /firefighting and strategic organization goals will make you not only adaptive and innovative but also more effective and influential.

4. Do I trust my team members and empower them as senior leaders?

When one trusts oneself, it is easier to delegate and empower others to take calls. By delegating the day-to-day tasks that match team strengths, it fosters a sense of ownership among team members and helps them trust you back. This in turn leads to excellent utilization of skills within the team and boosts overall productivity. You get the best out of your team! Plus, it helps free up time for you to ‘focus on bigger goals’. So what are you doing about building trust?

5. Am I courageous and humble enough to foster a culture of open communication & feedback?

Being humble enough to take out time to listen to the team and being courageous enough to take feedback regularly, can be a game changer. Finding time to have an informal chat or a quick feedback session with teammates may be important to build stakeholder trust. Getting to know your team, being empathetic, being supportive and interacting with them meaningfully beyond work, builds rapport and fosters trust & open communication. It improves team morale tremendously. Also by simply being approachable, it encourages an overall positive work environment.

6. Am I prioritizing ‘self-care’ and maintaining a healthy work-life balance?

Remember that effective leadership requires physical and mental well-being. Set boundaries, take breaks, and prioritize self-care to prevent burnout and maintain your energy and creativity. Being energetic helps build a more positive work environment. There are many things one can pursue for self-care such as.. practicing ‘the pause’ & reflecting between work, learning new things, reading, playing a sport, having a physical fitness regime, connecting with like-minded people, practicing yoga, mindfulness or meditation, watching interesting podcasts, seeking coaching or mentorship or anything that helps you in particular, to engage in self-care.

7. Am I adaptable and open to change as a C-Suite Leader?

Heifetz says, “the biggest error leaders make is when they apply technical means to solve adaptive challenges.” Distinguishing adaptive challenges from technical ones brings our attention back from the “problem” to the “person having the problem.” When we look at this relationship we discover a gap: our own mental complexity lags behind the complexity of the world’s demands. This naturally brings us to a next question: can we actually do something to incubate mental complexity, and to accelerate it? So encouraging innovation and being willing to adjust your strategies and approaches as circumstances evolve is an important aspect for leadership growth.

8. Am I taking accountability for my leadership growth as a Senior Leader?

It’s a huge responsibility to be accountable for your own actions. One needs to invest time and money for continuous learning. One also needs to have courage, humility, and discipline to take regular “feedback” from the team and be open to making changes. Continuous evolution is crucial for staying relevant in a dynamic leadership role. Identifying areas for improvement and seeking opportunities for growth ensures continuous evolution that you seek as a leader. By doing so you thrive in fostering a culture of ownership and integrity, which will go a long way for both you and the organization. It will build stakeholder trust, which in turn will boost your leadership effectiveness.

9. Do I allocate time consistently to grow as a human being?

Do you feel like something is holding you back? That you are not living up to your full potential? We all have limiting beliefs, conditioning and biases that hinders our own growth in many ways. By consciously examining these barriers and tackling them, one can overcome them. Regular self-reflection facilitates a deeper understanding about oneself. “Personal and leadership growth go hand-in-hand and are equally crucial for your effectiveness as a leader.” Hiring a coach who can help you internalize, dig deep, and hold you accountable, can be immensely helpful.

10. Am I ready to invest my time to support people I work closely with?

As a senior leader, a willingness to dedicate a significant amount of time to support and coach others is crucial. Effective leadership involves more than just making decisions from the top; it requires a commitment to fostering the growth and development of team members. This means being accessible, offering mentorship or coaching, and actively engaging with the concerns and challenges of those under your leadership. Giving up time for others demonstrates a genuine investment in their success, contributes to a positive and collaborative work culture, and ultimately strengthens the overall effectiveness of the team. It reflects a leader’s understanding that their role extends beyond personal achievements to creating an environment where everyone can thrive.

Here’s a small assessment you could do to evaluate yourself on above points:

Creating a self-rating system based on the 10 questions mentioned above can be a helpful way to assess your current leadership effectiveness.

So I invite you to do the following: Engage in a comprehensive self-assessment a C-suite leader by rating yourself on a scale of 1 to 10 for each question, where 10 indicates consistent demonstration or practice of above points. Afterward, calculate your total score out of 100.

Following your self-evaluation, seek feedback from your 6-8 key stakeholders at all levels (not your fan group), including your immediate supervisor, peers, and direct reports. This external perspective will provide valuable insights, enabling you to further refine your leadership skills.

Is there a big gap?

• What actions you think you should take to become more effective as a leader?
• Who or what can help you?

Imagine you’re the captain of a ship. The sea is your business world, and you’re steering through challenges and opportunities. But sometimes, even the most experienced captains need a little guidance.

That’s where Executive Leadership Coaching comes in for C-suite leaders, those big decision-makers known as CXOs.

1. Navigating the Leadership Waters:

Executive Coaching for C-suite leaders is like having a skilled navigator on board. A coach helps senior leaders understand their strengths, weaknesses, and the best route to reach their destination. It’s not about telling them what to do, but helping them ask the right questions to plot their course.

2. Reflection Time:

Think of coaching sessions as a quiet cove where the captain can anchor the ship and reflect. C-suite leaders often get caught up in the daily storm of tasks and responsibilities. Coaching gives them a moment to ask themselves, “Am I steering in the right direction? What could I do better?”

3. Setting the Sails of Self-Discovery:

The coach isn’t a boss; they’re more like a friendly lighthouse. They guide C-suite leaders to discover their own leadership style and strengths. It’s about asking, “What sails should I set to catch the winds of success? How can I adapt to changing tides?”

4. Charting a Course for Growth:

Executive Leadership Coaching is about growth. A coach helps leaders see beyond the horizon. They ask, “What skills do I need to develop? How can I inspire my crew (team) to give their best? How can I steer through tough times without losing my way?”

5. Fine-Tuning the Compass:

Imagine a captain with a compass that needs a bit of fine-tuning. A coach helps C-suite leaders calibrate their leadership compass. They ask, “Do I have a clear vision? How can I communicate it effectively? Am I leading with integrity?”

6. Weathering the Storms Together:

Leadership isn’t always smooth sailing. Coaches are like experienced sailors who have weathered many storms. They help C-suite leaders ask, “How do I handle tough decisions? When do I need to adjust course? Who can I turn to for support?”

7. Celebrating the Victories:

Every successful voyage deserves celebration. Coaches remind leaders to acknowledge their achievements. They ask, “What went well? How can we build on our successes? How can we keep the crew motivated for the next journey?”

Remember, executive coaching for C-suite leaders is not about giving answers; it’s about guiding leaders to discover their own. It’s like having a trusted advisor who doesn’t just hand you a fish but teaches you how to fish, ensuring your leadership sails smoothly through any waters.

In a nutshell, Executive Leadership Coaching is like having a wise first mate who helps the captain become the best version of themselves. It’s not just about reaching the destination; it’s about becoming a more skilled and resilient captain on the journey.

Leadership is a dynamic and evolving role, and these questions and tips can help leaders stay on the path of growth and success while ensuring their teams thrive. Being self-aware, adaptable, and focused on both personal and organizational development is key to effective leadership.

Leadership is not a static skill but a dynamic process that requires constant self-reflection and improvement.

Ashwni Sharma

MD & Founder – A Brighter Life | Global Executive Coach | Psychometric Assessment Professional | Master NLP Practitioner | Inner Transformation Specialist | Self Mastery Coach

Ashwni, the Founder and MD of A Brighter Life, is dedicated to empowering leaders to enhance their effectiveness, mindfulness, and influence for joyful success. With over 27+ years of corporate experience, driven by his passion for personal transformation, Ashwni left a successful career spanning four major companies across the UK, USA, and India. Working with CXOs, Board Members, and Top Leaders globally, he combines business management skills with life transformation expertise to enable practical and applicable conversations and actions. He holds international certifications as an Executive Coach and has mastered modalities such as NLP and Hypnotherapy. Ashwni’s passion lies in fostering self-leadership as the foundation for leadership development.

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