- By asking specific questions about the past and experience with coaching, possible beliefs and opinions about coaching that have been adopted by other people - Have coaching tested and see for yourself - it's no use trying to convince someone it doesn't help.

Il faut tout d'abord se dire que la confiance se construit.Mais il faudra avec le temps décortiquer les raisons du doute. In fine, il faudra prouver par le résultat dans un délai déterminé, en impliquant la personne qui a des doutes

Highlight the benefits by sharing success stories of team members who improved through coaching. Emphasize that coaching is a personalized tool to unlock their potential and help them achieve their goals more effectively.

Coaching isn’t about fixing—it’s about unlocking. To shift their perspective, connect coaching to their personal wins: 'What if you could close deals faster or handle objections like second nature?' Then, model it. Offer a micro-coaching session tailored to their challenges—short, powerful, and actionable. Let them feel the impact in real-time. The moment they experience coaching as a tool for their growth, not an external critique, the mindset starts to shift. Coaching isn’t a 'nice-to-have'—it’s a performance multiplier. The best never stop refining; why should they.

Start by acknowledging their feelings and showing that you understand their perspective. You could say something like, "I hear that you're not sure about the value of coaching, and that's perfectly okay. It's natural to have questions about something new.