In today’s fast-moving, hyper-connected world of work, soft skills like emotional intelligence, adaptability, and influence aren’t just nice to have—they’re what enable leaders to navigate complexity, build resilient teams, and drive lasting results. As technology and the use of artificial intelligence at work accelerate and business models evolve, it’s not only technical expertise but the ability to listen, empathize, and lead through change that distinguishes effective leadership.
Yet despite this growing awareness, soft skills still suffer from a bit of a reputation problem. Too often, they’re labelled as “personality-driven” or “untrainable”—traits you either have or not. But this couldn’t be further from the truth. In fact, the very reason executive coaching is so valuable is because soft skills are skills: they can be practiced, refined, and strengthened over time with the right guidance and support.
Unfortunately, myths like this about soft skill development persist—and they keep organizations from investing in some of the highest-impact tools available to leaders today.
Let’s debunk three of the most common.
Myth #1: Soft Skills Can’t Be Measured
Since soft skills don’t always lend themselves to traditional metrics or dashboards, it’s easy to assume they can’t be measured. However, this misconception ignores the many ways we already evaluate leadership behaviors.
Tools like 360-degree feedback, stakeholder interviews, and emotional intelligence assessments provide rich, structured insight into how a leader is perceived. Partners International coaches utilize tools like this to develop plans tailored to their coachees by obtaining input on questions like: Do they communicate clearly? Can they build consensus? How do they respond to conflict or stress? These are all observable, measurable patterns—and coaching helps leaders act on that data.
What makes coaching especially effective is that it doesn’t stop at insight. It pairs feedback with reflection, goal-setting, and real-time planning. In a recent satisfaction survey, a Partners International coachee shared, “I appreciate the thoughtful and strategic way my coach conducted the 360 interviews of my peers, direct reports, and manager, which led us to a pitch-perfect plan for me. We crafted a plan that I was excited to execute and identified steps/actions I was very confident about taking—because it was a well-researched plan. I knew we were focusing on the right things.”
Partners International coaches work side-by-side with leaders to set development goals that are specific and behavioral— “listen without interrupting,” “delegate more often,” “engage the quiet voices in the room”—and then measure progress against those goals. Soft skills might be complex, but they’re far from invisible.
Myth #2: Executive Coaching Is Only for ‘Fixing’ Skills Gaps
There’s a lingering belief that coaching is something you turn to only when there’s a problem. Coaching is often most effective when used proactively. High-potential leaders frequently seek out coaching to prepare for stretch roles, navigate organizational complexity, or refine their leadership style as they scale. For many companies, coaching is embedded in succession planning, transition support, and C-suite readiness.
In a recent satisfaction survey, a Partners International coachee shared, “My coach helped me adapt my management style when my scope and remit expanded quickly. She coached me to reframe my approaches to developing my personal brand and demonstrating value to senior leadership. With her guidance, I have become more confident and comfortable in my new leadership role.”
The best leaders don’t wait for a crisis to invest in growth—they know that self-awareness, communication, and adaptability are muscles worth strengthening before they’re tested.
Myth #3: There’s No ROI in Coaching for Soft Skills
It’s easy to justify investing in technical training—there’s a direct, often immediate link between new knowledge and business outcomes. But when it comes to soft skills, the path to ROI can feel fuzzier. That doesn’t mean it’s not there.
Studies consistently show a strong return on leadership coaching—especially when programs are focused on real development goals. For example, data from Partner International’s Client Performance Feedback Surveys found that 95% of leaders improved their communication skills, 96% showed improvement in interpersonal effectiveness, and 93% demonstrated greater strategic alignment. These aren’t abstract outcomes—they directly influence how well teams perform, how decisions get made, and how leaders build followership.
A recently promoted leader who participated in a Partners’ Executive Coaching engagement recently shared, “Through my executive coaching experience, I was able to better navigate the rapidly changing environment while implementing project-based ways of working. My coach and I identified opportunities for my individual growth then engaged in conversations using ongoing program challenges and successes to tune my leadership with the goal of optimizing team effectiveness and program success.”
Leaders that listen deeply, navigate conflict with confidence, and build trust across diverse teams don’t just feel like a better leader—they drive real business results. Soft skills shape culture, and culture shapes everything else.
The Strategic Advantage of Executive Coaching
Soft skills aren’t intangible, untrainable, or “extra.” They’re critical leadership competencies that deserve investment and intention as any other business skill. Executive coaching creates a structured, focused path for developing these capabilities—one that’s personalized, measurable, and aligned to real outcomes. As business challenges grow, more complex and people leadership becomes vital to strategy and execution, organizations that take soft skills seriously will gain a distinct edge.