- Kevin Sanders
- Mar 29
- 4 min read
March 29, 2025
Read Time - 4 minutes
“You can’t hit a target you can’t see.”
— Zig Ziglar
If you’re an academic leader in coaching—or considering it—here’s one hard truth: vague coaching goals lead to vague leadership results. In higher education, where time is short and stakes are high, you can’t afford to coach without clarity.
Let’s fix that.
Why Coaching Goals Matter for Academic Leaders
A new department chair once told me:
“I’m just overwhelmed.”
That was his goal. But overwhelm isn’t a target—it’s a symptom.
Through coaching, he discovered the root of that overwhelm: unclear delegation, lack of a system for handling conflict, and unrealistic availability.
That’s what good coaching does—it replaces fog with focus.
In higher education leadership, you don’t just need support.
You need strategic coaching goals that unlock growth, not just survival.
Tactical vs. Strategic Coaching Goals in Higher Ed
Leaders often set goals like:
“Get better at time management.”
“Be more confident in meetings.”
“Build stronger teams.”
But these are outcomes, not goals.
Let’s define two types of coaching goals that actually move the needle:
✅ Tactical Coaching Goals (skill-based)
“Delegate tasks to my assistant every Monday at 9 AM.”
“Use a 3-question framework to run faculty meetings efficiently.”
✅ Strategic Coaching Goals (capacity-based)
“Clarify my leadership identity and communicate it to my team.”
“Design a departmental culture that reduces conflict and increases trust.”
Tactical goals solve problems.
Strategic goals change the way you lead.
You need both.
A Simple Coaching Goal Framework for Academic Leaders
Forget the acronyms. In leadership coaching, use this:
The 3C Goal Framework
Clarity – Is this goal focused and specific?
Capacity – Will it grow your leadership mindset or skillset?
Context – Does it align with your role and institutional goals?
If a goal doesn’t meet all three criteria, refine it until it does.
5 Coaching Goals Worth Stealing
Need a jump start? Here are real coaching goals from higher ed leaders:
Clarify my leadership identity.
New chairs often carry their faculty mindset into their new role—this goal helps shift that identity.
Create a vision that aligns my department and earns trust.
Great for deans or directors leading through change.
Build a conflict-resolution system that reduces triangulation.
Avoid reactive chaos by designing preventative structures.
Move from inbox-driven work to strategic planning.
Classic goal for leaders feeling stretched thin.
Develop a leadership team that doesn’t rely on me for every decision.
Ideal for scaling capacity and avoiding burnout.
How Coaching Goals Evolve Over Time
In the first few sessions, you might focus on:
Feeling less reactive
Understanding your new role
Managing time more effectively
But by session 5 or 6, those should evolve into:
Leading change across silos
Rebuilding team culture
Coaching your own direct reports
If your coaching goals haven’t changed in 6 months, you might be venting, not growing.
FAQs on Coaching Goals for Academic Leaders
Q: What if I don’t know what my coaching goals should be?
A: Start with the biggest challenge you’re facing—then work with your coach to shape it into a clear, actionable goal.
Q: How can coaching help in higher education leadership?
A: Coaching helps leaders clarify strategy, navigate complex politics, and grow confidence in tough decision-making—especially when tailored to higher ed context.
Q: What’s a good coaching goal for a department chair?
A: “Design a communication rhythm that reduces misunderstandings and aligns the faculty team.”
The Bottom Line
Coaching is powerful—but only if you give it direction.
Clear coaching goals help academic leaders like you:
✅ Focus your limited time
✅ Grow your leadership capacity
✅ Drive institutional results
Don’t just “get coached.”
Lead with clarity. Grow with purpose.
Try This Before Friday
Take 10 minutes this week and audit your current leadership goals—in coaching or otherwise.
Ask yourself:
Are they clear?
Are they tied to leadership capacity, not just tasks?
Do they reflect where I need to grow this semester?
If not—rewrite one.
Make it sharper. Make it count.
👥 Ready to Help Others?
This goes out each week to leaders trying to build better systems, stronger teams, and healthier departments. If this helped you navigate your corner of campus, pass it on! 👉 Subscribe here.
Whenever you're ready, there are 3 ways I can help you:
1.) Get the free guide: Lead by Design. Put an end to reactive leadership. Learn how to clarify decisions, streamline workflows, and surface expectations—so you can fix what’s broken and focus on what matters most. 2.) Coaching for Academic Leaders: A focused 1:1 coaching experience for higher ed professionals who want to lead with clarity, build smarter systems, and stay centered on what matters most. I work with a limited number of clients each quarter to provide highly personalized, strategic support. Send me a message. 3.) Professional Development Workshops: Interactive sessions for faculty, staff, and leadership teams that help reduce conflict, streamline decision-making, and shift culture with smart systems. Virtual and in-person options available. Sessions tailored to your campus needs. |