What should leadership coaches post on LinkedIn?
Concrete observations about leadership situations rather than general leadership philosophy, which is heavily saturated. Content naming a specific dynamic, such as what changes when a technical expert starts managing former peers, reaches the people currently living it.
Concrete observations about specific leadership situations, not leadership philosophy.
General leadership content is among the most saturated categories on the platform. Posts about authenticity, vulnerability and servant leadership are indistinguishable from thousands of others and reach nobody in particular.
What works instead:
- Name a specific dynamic. What changes when a technical expert starts managing former peers. Why a newly promoted director keeps doing their old job. What actually happens to a team in the six weeks after a restructure is announced.
- Describe the mechanism. Not what good leadership looks like, but what causes a common failure and what the leader experiences while it happens.
- Speak to one level. Content for leaders reaches everyone and lands with no one. Content for first-time managers gets shared by first-time managers.
Both audiences are reading. An HR buyer assessing whether you understand organizational reality, and an individual leader recognizing their own situation. Concrete content serves both.
Two substantive posts a week, batched and scheduled. Consistency matters more than volume in a long sales cycle.
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