Summary: Executive coaching has evolved
quickly over the years. It’s important to consider the type of coach and approach
that’s most appropriate for you given the results you want to achieve. Finding the
right coach can be the leading edge you need to succeed professionally.
“Coaching” used to be a popular approach for
derailing executives or professionals whose performance needed a lot of work. Got a
problem? Get a coach. However, increasingly, coaching is being sought by some of the most
successful executives in their field – those who want to get even better at their
business game. So the new thinking is…Got a goal? Get a coach.
Executive coaching has evolved quickly over the years. Some
consider it a field in itself; others consider it a form of consulting. There are many
interpretations for “executive coaching”. No matter how you define it, coaching
can be a useful tool for executives who want to develop as leaders.
Rather than debate the definition of coaching, it’s
more important to consider the type of coach and approach that’s most appropriate for
you given the results you want to achieve. Some executives have difficulty articulating
concrete desired results, but a skilled coach can help. Often executives simply
haven’t taken the time to slow down and think things through.
Coaches come in the form of business professionals,
psychologists, trainers, consultants, authors, etc. They come from all walks of life. Some
are tough, challenging and direct. Some are sensitive, encouraging and indirect in their
style. Some impose a particular process. Some are more flexible.
A consultant with expertise in communication may focus on
executive coaching that emphasizes presentation skills. A fashion consultant may offer
executive coaching with an emphasis on professional appearance. Other executive coaches
focus on leadership skills or business strategy. The approaches are as varied as the
professionals who deliver coaching services.
Selecting a Coach
Ultimately the most important factor in selecting a coach
is the coach’s track record and his/her ability to establish the kind of relationship
with you that helps you achieve results.
Senior leaders who have few peers seek out coaches to
discuss business and professional goals. It’s a decision that should not be made
lightly.
Coaching relationships can be structured a variety of ways.
Consider whether you want to work with a coach in person, by phone or both. Know
what’s most important to you in selecting a good coach.
Finding the right fit is everything. You’ll know you
have the wrong fit if you feel you’re wasting your time, dread your coaching
conversations, or focus on issues that aren’t directly relevant to your goals. Listen
to your instincts and find the best fit.
Coaching Issues
With the complexity of issues that challenge executives,
there is never a loss for discussion topics between a coach and client. Below are a few of
the issues that many of today’s top-performing leaders discuss with their executive
coaches:
- Staying focused on top priorities
- Increasing accountability for follow-through
- Building skills in particular areas (such as communication
or decision making)
- Dealing with organizational politics
- Thinking strategically
- Handling stress & avoiding burnout
- Managing teams & dealing with sensitive personnel
situations
- Influencing others
- Negotiating
- Brainstorming new ideas/creative thinking
- Personal career planning
- Life-work balance issues
- Establishing clear goals and action plans
Success Factors
In addition to finding the right coach, here are a few
success factors to keep in mind for those who engage in a coaching process.
• Establish clear guidelines for the relationship and
coaching process on the front end. Don’t make assumptions.
• Share feedback. If something is not working, discuss
it.
• Acknowledge progress and successes along the way.
This helps build momentum.
• Involve other stakeholders if necessary. In some
cases, others in the organization can participate in the process to share input and
feedback.
Executive coaching is not for everyone. It’s only for
those executives who are highly motivated, who are committed to leadership development and
who want to engage in the process. Expect a minimum commitment of six months to a year.
Company Sponsored Coaching Programs
Many more companies now recognize the importance of
promoting coaching within their organizations. Many have formal coaching programs that
include internal and external coaches. Organizations that sponsor coaching programs need
to be diligent about connecting the benefits of coaching with business results in their
organizations. Without a results focus, organizations run the risk of promoting coaching
for its own sake – a “campaign for coaches,” instead of solutions for
executives. Coaching is simply a means.
Corporate initiatives that mandate or roll out a coaching
program too broadly jeopardize the effectiveness of the program. Often those who need
coaching most are least likely to be open to the process, but top performers are always
looking for a leading edge. Finding the right coach can be the leading edge you need to
succeed professionally. |
