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Executive Coaching
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The executive can freely confide in the coach because the coach has no internal links with the company. The coach brings a variety of skills to the relationship by assuming different roles, such as supporter, co-creator, political confidant, and skills developer.
Supporter
- Counselor
- Advisor
- Listener
Creator
- Problem Solver
- Ideas Generator
- Opportunity Organize
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Political Confidant
- Challenger
- Influencer
- Debater
- Decision Facilitator
Skills Developer
- Innovator
- Thought Expander
- Trainer
- Mentor
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The coaching process can take a number of forms depending on the needs of the individual and the desires of the client who requests the coaching. The process typically unfolds as follows:
- Client and coach meet to discuss the need, and to make a decision about whether coaching is the best approach to achieve the desired objectives.
- The coach and the executive meet to become acquainted and to decide how to handle matters of confidentiality.
- Based of the results of these meetings, the coach and client design a process to meet the agreed upon outcomes.
- The coach questions the executive in depth, possibly giving him or her questionnaires to complete. The coach may observe the executive at work and in other situations, perhaps interviewing bosses, peers and subordinates.
- The executive and the coach will identify key strengths, weaknesses, and developmental needs, and put together a plan.
- The executive and coach work together to achieve the agreed upon objectives. The process generally ebbs once the executive has established momentum toward acquiring enhanced leadership abilities, and has developed an organizational support mechanism for ongoing growth.
Potential outcomes from a coaching relationship can include:
- Greater Clarity
- Greater Focus
- Improved Decision Making Skills
- Enhanced Creativity
- Improved Balance in all Aspects of Life
- Greater Effectiveness and Better Performance
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