When the coach needs coaching
In HR, we’re often the ones holding the space for others — guiding leaders through change, supporting employees in crisis, or mentoring new managers. But when was the last time you had someone to help you step back and reflect on your own growth?
Executive coaching offers exactly that. As leadership coach Ed Brzychcy told The HR Room Podcast on a recent episode, it’s about “helping executives take off the blinders, step out of their daily routines, and see the bigger picture — not by telling them what to do, but by helping them discover stronger solutions for themselves.”
For HR leaders juggling compliance, culture, and constant change, that kind of perspective isn’t a luxury. It’s essential.
Why HR leaders need it most
Insight HR’s Mary Cullen knows firsthand that HR professionals are often the last to invest in their own development.
“We work hard, long hours, and we’re constantly bridging the gap between leadership and the workforce. We put great programmes in place for others — but we often leave ourselves behind.”
That’s the irony. HR is the function that champions leadership development — yet many HR leaders never experience the benefits of it personally.
The result? Burnout, frustration, and a sense of being stuck — unable to influence senior leaders or move beyond the operational day-to-day grind.
Coaching isn’t just for “fixing problems”
A common misconception, Ed explains, is that coaching is remedial — something you do when performance slips or conflict arises. In reality, the best coaching programmes are proactive.
“Too often, coaching is seen as a time sink instead of a multiplier. The best organisations use it to accelerate careers, expand capability, and build visibility across the business.”
In other words: coaching isn’t about what’s broken. It’s about helping good leaders become exceptional.
It gives HR professionals a safe space to explore big-picture questions:
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How can I influence at a more strategic level?
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How can I communicate with confidence to the C-suite?
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How do I align people strategy with business goals?
These are the questions that define careers — but they rarely get asked in the middle of a busy week.
The credibility challenge
Mary sees a recurring theme among HR professionals: a lack of confidence and credibility at senior level.
“There are countless HR people who feel unseen and unheard — who can’t make the business case for what they know would improve the organisation. If the CEO doesn’t trust or respect HR, you have a significant problem. And many HR professionals don’t know how to change that.”
That’s where coaching comes in. It creates space to reflect on how you’re perceived, how you communicate, and how to earn influence at the top table.
Mary adds:
“It’s about understanding your own strengths and weaknesses — building competence, confidence, and a clear plan for how you show up as a leader.”
And yes, that sometimes means uncomfortable truths.
“A good coach will challenge you. They’ll notice patterns, push you to question how you work, and call you out when you’re holding yourself back. It’s not therapy — it’s accountability.”
From doing to leading
For many HR leaders, the biggest shift is moving from doing to leading.
Mary recalls how her own coach pushed her to step out of delivery mode:
“I was working in my business, not on my business. When I started carving out time to think about strategy, everything changed — the business grew, and so did I.”
That’s the transformation coaching can create. It forces reflection. It builds clarity. It helps you see where your time and energy make the biggest impact — and where they don’t.
What great coaching looks like
According to Ed, effective coaching isn’t one-size-fits-all. Each leader — whether a CHRO, CFO or CEO — has different goals and mindsets. What matters is trust and fit.
“The best coaching relationships are built on psychological safety. It’s a confidential space where people can be honest about their fears, their aspirations, and their blind spots — without judgment.”
It’s that impartial third-party perspective that makes coaching so powerful. Mentors and managers have value, but they’re still inside the system. A coach stands outside it — objective, challenging, and supportive in equal measure.
Confidence through clarity
Ultimately, coaching gives HR leaders something that’s often missing in their own development: clarity.
Ed sums it up simply:
“Confidence comes from knowledge. When leaders understand how to communicate, anticipate different viewpoints, and articulate their ideas clearly, confidence follows naturally.”
And with confidence comes credibility — the currency every HR leader needs to influence strategy and shape the future of work.
The takeaway: invest in yourself
If you’re an HR leader who feels stuck, unseen, or unsure how to elevate your influence, executive coaching may be exactly what you need.
As Mary puts it, “You can’t make someone strategic if they’re not — but you can help them learn to think differently, to lead differently, and to grow.”
Because when HR leaders grow, organisations grow.
Still not convinced?
Learn about the impact that exec coaching can have by downloading our HR Room webinar, featuring Ed Brzychcy (Consultant and Exec Coach) and our own expert coach and mentor, Megan Power (Head of Change and Transformation)
Ready to take your next step as a leader?
Insight HR provides confidential, tailored coaching and mentoring for HR professionals and senior leaders across Ireland. Whether you’re seeking clarity, confidence, or career progression, we can help you get there.
👉 Get in touch at insighthr.ie/contact or call 056 770 1060 to learn how executive coaching can help you lead with purpose and impact.
