In this episode, we’re taking a closer look at how executive coaching helps leaders evolve so their teams can truly thrive.
And joining Matt is Donna Hall, SVP/General Manager at Robertson Lowstuter, whose piece in the 2025 Talent Magazine explores how executive coaching creates a ripple effect across teams and culture.
Whether you’re new to leadership or deep into your career, this conversation will help you rethink what great executive development looks like.
Donna shares such rich insights, like:
One of the biggest misconceptions about executive coaching is that it’s only for struggling leaders. Donna challenges that narrative head-on.
“Coaching isn’t about fixing broken leaders. It’s about unlocking potential that’s there but underutilized or even unseen.”
Whether it's a rising manager or a seasoned executive, coaching provides a rare, unbiased, and deeply focused space for leaders to reflect, grow, and sharpen their edge. Don't think of coaching as remedial. Think of it as developmental.
Think Michael Jordan. He didn’t have a coach because he was weak. He had a coach because he was committed to staying at the top of his game.
According to Donna, the leaders who grow the most through coaching tend to exhibit two critical qualities:
Willingness to embrace coaching – A true openness to feedback and self-awareness.
Desire to act on that feedback – Not just hearing the truth, but applying it in practice.
Growth, she explains, might stem from minor adjustments or major shifts. But in every case, it starts with the recognition that we all have areas where we can improve (and that improvement has a direct impact on team and organizational success).
Executive coaching is a clear, strategic advantage. Donna shares that effective coaching frequently leads to:
Sharper decision-making
Clearer strategic thinking
Stronger team dynamics
Higher engagement and retention
More authentic leadership
Authenticity is a core tenet at Robertson Lowstuter. When leaders show up authentically, it creates trust. That trust ripples outward, creating stronger cultures and more resilient teams.
Donna highlights a few small behavioral shifts that have a big payoff:
Delegation: Many leaders struggle to let go or truly empower their teams. Coaching helps them move from “doer” to “trusting leader.”
Letting go of the superhero mindset: Some leaders feel the need to have all the answers or swoop in to “save the day.” Coaching teaches them to rely on and elevate their teams.
Overcoming imposter syndrome: By learning to trust themselves and others, leaders step more confidently into their roles.
Each of these shifts strengthens leadership and builds more sustainable, high-performing teams.
Donna notes that effective coaching isn’t one-size-fits-all. A good coach adapts their approach based on:
Leadership experience (new vs. veteran)
Personality and communication style
Strengths and areas for development
Responsiveness to different types of feedback
A cookie-cutter approach? It’s a recipe for missed opportunities.
One common objection to coaching? “I don’t have time.”
Donna’s response is both practical and powerful:
“We spend time on the things we care about. And your calendar reflects your values.”
Leaders should view coaching like investing in their physical health. It’s an intentional commitment to long-term leadership effectiveness. If becoming the best leader you can be truly matters to you, it belongs on your calendar.
To close the conversation, Donna shared two of her favorite questions to help leaders who feel stuck or uncertain:
Who is the loudest voice in your head right now?
Is it helping or hindering you?
If fear, failure, or judgment weren’t factors, what would you change or pursue right now?
These questions are designed to cut through the noise, build clarity, and spark intentional growth.
As Donna reminds us, the best leaders aren’t those with all the answers. They’re the ones committed to evolving, embracing feedback, and leading with authenticity.
“Coaching isn’t about fixing. It’s about elevating.”
Ready to unlock your potential? The ripple effect starts with you.