From Systemic Barriers to Confident Leaders: Why Coaching Matters

How Coaching Can Reduce Systemic Barriers and Build Confidence

"I want to be more confident" is something many coaches hear regularly from new clients. "What do you want to feel more confident about?" is often a follow up question, or "What would feeling more confident change for you?"

We all enjoy the feeling of confidence - when it is based on genuine competence it can feel like we're in flow, in control, we know what we're doing. And that feels good, doesn't it?

However, many things contribute to us feeling a lack of confidence. Some of that is undoubtedly an inside job and might relate to early experiences, risk appetite, being new in a role etc.

And while confidence is often cited as a limiting factor for individuals, and posited as an individual responsibility, the true issue lies in the structural obstacles that hinder their success - systemic barriers that can dull the confidence of anyone who doesn't fit the norm.

Coaching is a powerful tool that can help both individuals and organisations challenge these barriers, foster inclusion, and support leadership development.

Understanding Systemic Barriers in the Workplace

Systemic barriers are deeply embedded in workplace cultures, policies, and practices. These include:

  • Unconscious bias in hiring, promotions, and leadership selection

  • The "double bind" effect, where women are perceived as either too assertive or too passive

  • Lack of sponsorship and mentorship, leading to fewer advancement opportunities

  • Rigid workplace structures that don’t accommodate diverse leadership styles

Research shows that systemic barriers are a primary cause of gender disparities in leadership. A report by McKinsey & Company (2023) found that while women and men aspire to leadership roles at similar rates, women face more pushback when advocating for themselves. Read more

The Role of Coaching in Breaking Down Barriers

Coaching provides a powerful approach to personal and professional development. It helps organisations identify and dismantle systemic barriers while empowering individuals to navigate challenges effectively. Here’s how coaching makes a difference:

1. Developing Inclusive Leadership Practices

Coaching supports leaders in recognising and addressing biases that impact decision-making. Through executive coaching, leaders gain self-awareness about their unconscious biases and learn strategies to create more inclusive environments.

For example, Harvard Business Review highlights that inclusive leadership training—often facilitated by coaching—leads to more equitable decision-making and improved team performance. Read more

2. Providing Targeted Support for Underrepresented Employees

Many organisations implement leadership development programs, but coaching ensures that individuals receive personalised support tailored to their unique challenges. Coaches help employees:

  • Build strategic networks

  • Develop self-advocacy skills

  • Overcome workplace biases

According to research from Catalyst, sponsorship—where senior leaders actively support high-potential employees—dramatically increases promotion rates for women and minority groups. Coaching helps individuals identify and cultivate these critical relationships. Read more

3. Building Confidence in a Meaningful Way

Rather than placing the burden on individuals to “fix” themselves, coaching focuses on developing authentic confidence. This means:

  • Reframing negative self-perceptions: Helping individuals recognise that self-doubt is often a response to external bias, not a personal failing.

  • Providing tools to navigate workplace challenges: Such as negotiation techniques, executive presence, and resilience strategies.

  • Creating a safe space for growth: Coaching allows individuals to explore their leadership identity in an environment free from judgment.

A study by the International Coaching Federation (ICF) found that 80% of individuals who received coaching reported increased self-confidence, and 70% experienced improved work performance. Read more

Organisational Benefits of Coaching

Beyond individual growth, coaching fosters a workplace culture that is more inclusive, engaged, and high-performing. The key benefits include:

  • Higher employee retention: When employees feel supported, they are more likely to stay and contribute effectively.

  • More diverse leadership pipelines: Coaching helps organisations prepare a broader range of employees for leadership roles.

  • Stronger team dynamics: Inclusive leadership, cultivated through coaching, leads to more collaborative and innovative teams.

Conclusion

Coaching is a transformative tool for organisations committed to reducing systemic barriers and fostering real confidence in their employees. By combining leadership development with structural change, coaching creates lasting impact—helping both individuals and organisations thrive.

To build a truly equitable workplace, organisations must move beyond superficial solutions and invest in meaningful coaching programs. The result? A workplace where talent, not background or biases, determines success.

To discuss how the team at Resonate LeadershipⓇ can support your professional development, or your organisation's leaders, email us at hello@resonateleadership.co.uk

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