Common Coaching Mistakes and How to Avoid Them
- Mar 17, 2025
- 4 min read
Are you unintentionally holding back your team’s potential? Learn to identify and overcome the most frequent coaching pitfalls to become a more effective and inspiring leader.
Expert Panelists
1. Create space for ADHD business owners
A common mistake when coaching ADHD business owners is offering a flood of solutions or trying to push them into rigid systems that clash with their natural way of thinking. ADHD isn’t about a lack of motivation; it’s about managing focus, energy, and the constant juggling of ideas. Instead of overwhelming them, ask questions like, “What feels manageable to tackle right now?” or “What’s pulling your energy away from where you want it to be?”. By focusing on their immediate needs and strengths, you’ll help them build confidence and clarity. Coaching isn’t about fixing – it’s about creating space for their brilliance to shine. Errin Anderson, ADHD Business Coach
2. Smart strategies
Coaches often make the mistake of doing everything themselves, which can lead to burnout and inefficiency. Here are the top five mistakes to avoid, along with strategies to help you focus on what truly matters and work more effectively. Writing all your own content is a common mistake taking first place at number one. There is no need to recreate the wheel and write all your content if you are not a writer and do not love to write. Use several resources that were expertly designed and written already. Learn about how AI can help you brainstorm outlines, save time, and save you money. 2. Managing all areas of your business alone tops the mistake chart at number two. You are not the expert in everything; stay focused on what you do best and hire experts for the other areas. Trying to do it all leads to being spread thin and less quality work with clients. 3. Doing all the marketing yourself lands at number three for most common coaching mistakes. Unless you went to school for marketing, you will eventually want to hire experts to help you. This is a profession in itself and will steal time away from doing what you love and not be as effective as paying an expert. 4. Not planning for time off, sick time, and holidays. When running your business, time off can seem impossible, but if you burn out, so will your business! 5. The final common coaching blunder is making your business your higher power is common coaching mistake number five. You are not your business; it is a part of your life, but you need to nourish your relationships and self-care, make time for spirituality, hobbies, and physical activities, and always make some time for play! Check out the workbook, Happiness is an Inside Job Playbook, for material, you can use with your clients so you do not have to re-create the wheel and for your own inner reflection and self-care.
3. Transform to a personalized approach
A critical mistake in coaching is adopting a one-size-fits-all approach. Leaders often fail to recognize the distinct needs and preferences of each team member. This standardized approach not only undermines the fundamental purpose of coaching but also limits the potential for breakthrough moments. These moments occur when leaders take the time to understand and adapt to each team member’s distinct learning style, professional aspirations, and personal challenges. Understanding individual cognitive patterns, communication styles, and motivators allows leaders to develop personalized coaching that drives meaningful progress. This tailored approach is a hallmark of expert coaches, and it’s a key reason why their clients achieve such remarkable results. The impact of tailored coaching extends far beyond immediate performance improvements. It fosters a culture of psychological safety where team members feel seen and valued, leading to higher engagement, innovation, and sustained excellence. Sandy Linda, Life Coach with Grief Expertise
4. Balance praise with constructive feedback
It's easy to avoid difficult conversations to keep the peace, especially for those with a 'Good Girl Syndrome', where pleasing others takes precedence. Effective coaching requires nurturing with honesty – balancing praise with constructive feedback. A helpful tactic I employ is the 'six praises for one critique' ratio, a strategy I've adopted from the Tony Robbins world. This approach isn't just about being kind; it's a strategic method to ensure feedback is digestible and empowering while maintaining rapport with the person you're coaching. By integrating critical insights amidst ample recognition in a safe space where it’s clear you appreciate and root for this person, you provide a supportive yet challenging environment that encourages growth and resilience. This method allows you to be truthful without being harsh, ensuring your team feels valued and motivated to improve. Remember, genuine growth stems from a blend of encouragement and real, actionable feedback – without the latter, you risk enabling your team’s blind spots.
5. Practice active listening
One of the most common coaching mistakes is failing to truly listen. When coaches listen only to respond or to guide the conversation toward their own solutions, they miss the opportunity to understand their team members’ perspectives fully. To avoid this, practice active listening by being fully present, asking clarifying questions, and reflecting back what you hear. When your team feels heard and understood, they are more likely to trust your guidance and unlock their potential. One of our teachers, Dr. Wayne Dyer would often say, "When you silence your own voice and open your heart to others, you create a space where transformation can truly happen."
6. Avoid 'telling', embrace coaching
Confusing "telling" with "coaching" stifles growth and creativity. While it may feel efficient to prescribe solutions, this approach often stifles growth and creativity. Effective coaching requires curiosity – asking powerful, open-ended questions that empower individuals to find their own solutions and build confidence in their abilities. Avoid micromanaging or jumping to conclusions; instead, create a safe space where team members feel heard and supported. By practicing active listening and fostering self-discovery, you'll cultivate not just performance, but a deeper sense of ownership and motivation within your team.
Heidi Albritton, Mindfulness & High Performance Coach
