Executive
Coaching
What
is executive coaching program ?
Executive
coach is about helping leaders in an organization to get unstuck
from their dilemmas and assisting them to transfer their learning
into results for the organization. In the past, many senior executives,
who were committed to personal and staff development would sink
considerable resources into often haphazard training programs, only
to see that investment vanish into a black hole from which neither
people nor company gained much benefit.
ECP is often given in a form of one-on-one coaching with senior
executives. Coaches will interact with this individual in coaching
interactions consisting of:
1. Share
conceptual frameworks, images, and metaphors with executives,
2. Encourage rigor in the way leaders organize their thinking, visioning,
planning, and expectations,
3. Challenge executives to their own competence or learning edge,
4. Build leaders's capacity to manage their own anxiety in tough
situations.
What
and When executive coaching program is needed ?
1.
Coaching for skills.
Coaching for skills involves a dynamic interaction between executive
and coach. It is distinct from teaching, which relies on one-way
telling and instruction; rather, it requires a deliberate process
of observation, inquiry, dialogue and discovery. The essence of
coaching executives is helping them to learn, rather than tutor
or training them
When : "I need to sharpen my skills for ... "
"I know how, but I don’t always do it well."
Who
: Any executive, manager, or individual contributor
Why
: Better skills. The primary focus is to sharpen executive's
skills for a current project or task
What
: Executive works with coach to:
-
Assess current skills
- Clarify
expectations for current project or tasks
- Prioritize
the executive’s needs for present project or tasks
- Plan
for skill building
- Enhance
effective action
- Improve
(to some extent) learning agility
2.
Coaching for Performance.
Coaching
to correct performance involves interventions to remedy
problems that interfere with an executive's job performance
or that risk derailing a career
When
: "there's pressure to improve..."
"I need to do a better job at..."
"I
am not aware of my impact on..."
"I
haven't made a commitment to doing it well"
Who
: Senior executives, key performers, or executives at risk
Why
: Better performance. The primary coaching focus is to improve
executive's effectiveness in a current job or role. Coaching
session often addresse one or more core competencies for
the executive’s current success
What
: Executive works with coach to:
- Assess
current competencies for present job
- Clarify
expectations for current performance
- Prioritize
the executive’s needs for present job performance
- Plan
for continuing improvement
- Enhance
effective action
- Improve
(to some extent) learning agility
3. Coaching for Development.
"Development"
is used broadly to refer to the executive's competencies
and characteristics that are required for future job or
role and may entail considerable growth. Over time, an executive's
personal growth and development process is one of becoming
more open (able to entertain alternate perspectives), differentiated
(able to draw from distinctions) and integrated ( able to
weave these differences into an increasingly complex whole).
When
: "I'm being groomed for advance..."
"I'm
being promoted to..."
" I am considering a career move into..."
"I'm in the succession planning pool for ..."
Who
: Promising people and high potentials
Why
: Better development. The primary coaching focus is to prepare
the executive for a future position, e leadership role,
or career move. Coaching sessions often address one or more
competencies for future success
What
: Executive works with coach to:
- Assess
current competencies for present job
- Clarify
expectations for future performance
- Prioritize
the executive’s needs for future job performance
- Plan
for continuing improvement
- Enhance
effective action
- Improve
(to a significant extent) learning agility
4.
Coaching for An Executive’s Agenda.
"Executive's agenda" is used broadly to refer
personal, business and /or organizational issues or concerns.
Often this coaching covers important issues for executives
and their organizations that are otherwise overlooked, particularly
during change initiatives, layoffs, or company downsizing.
Sometimes the sessions border on life coaching, as the executive
consider his or her life purpose and personal challenges.
When : "It's lonely at the top...."
"I'm in over my head."
"I need a talking partner for ..."
"I'm facing a big challenge at..."
Who
: CEOs and heads of a business or major business function.
Why
: Better business results. The primary coaching focus is
on the executive's agenda, including better business results.
Coaching sessions often address executive's agenda in the
broadest sense.
What
: Executive works with coach to :
- Develop
more ideas and options
- Prioritize
the executive’s needs
- Plan
for the executive’s agenda
- Obtain
better support for the executive's agenda
- Enhance
effective action
- Improve
(to a variable extent) learning agility
Coaching
for the executive’s agenda can be ongoing and is highly
variable depending on the issue. These distinct executive
coaching roles are essential to recognize for the following
reasons.
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