Management Coaching
Managers who have been with the organization for some time often find themselves established in a routine that has worked well in the past, but which does not in the present. Changes in senior leadership, new ways of doing business, new requirements on the job, or new reporting relationships often cause reduced effectiveness by these individuals. What’s needed is a new approach to work, which is difficult to achieve by managers left alone to figure it out. Managers in this situation need personal attention in order to move their game to the next level.
Executive Coaching is a process designed to help Managers or Executives, who for any number of reasons, are having difficulties in performing their leadership role. It may address an otherwise valued employee who has poor interpersonal communication and relationship skills, but it may also include assisting someone who is having difficulties making skill or cultural adjustments.
Executive Effectiveness
The goal of Executive Coaching is to enhance the effectiveness of senior managers. Whether as an intervention for less than adequate performance, or as a development tool for building leadership capacity, and bringing it into action, Executive Coaching aims to reduce the gap between what is current and what is possible.
Executive Coaching serves both the individual and the organization. For the individual, it is a personal development process that enhances abilities, confidence, and effectiveness. And because coaching is conducted over time, new learning and new behaviors are slowly incorporated in daily activities in a manner which ensures long term success.
Benefits of Executive Coaching
As a result of the Executive Coaching Process, the Manager or Executive will experience:
- Greater job satisfaction and improved performance;
- Improved relationships with superiors, peers and subordinates;
- Increased control over his or her career path; and
- Substantial support for attaining desired results.
For the organization, benefits include:
- A rise in retaining desired employees;
- Improved communication between leaders and their teams;
- More effective working relationships;
- Focused and effective pathways for high potential executives and managers;
- Reduction of wasted efforts, time and money; and
- A greater influx of creative ideas for maximizing performance.
Methodology/Components
Executive Coaching is an in-depth development program incorporating appropriate assessment tools, which may include a 360 degree feedback evaluation process, Myers-Briggs Type Indicator (MBTI), or other such instruments.
The Executive Coaching Process will typically consist of a four-phase process over a four to 12 month time period.
- Phase One – Assessment Activities
- Phase Two – Development / Action Planning
- Phase Three – Implementation
- Phase Four – Completion
How Coaching Works
Executive coaching involves working with an executive on a regular basis for one or more specific functions – to improve the executive’s managerial skills, to correct for performance problems, or to facilitate long term development – often to prepare him or her for a future leadership role or top corporate position. Coaching is more than an event; it is a process of indeterminate length.
A way to think of executive coaching is how it relates to client needs. Does the executive need to learn a new skill? To perform better in the present job? To prepare for a future leadership role? Does the executive understand and acknowledge these needs? Is she or he willing to seek help and accept coaching? Is the executive looking to talk through issues and receive constructive feedback from a confidante before taking action?
There are several coaching roles in working with executives and senior managers:
(a) expert, providing solutions or action recommendations; (b) consultant, helping the client work a problem, the responsibility for the problem, remaining with the client;
(c) trainer, teaching the client what he or she knows, so the client can apply the learning practically; and (d) coach, helping the client learn and teaching the client how to learn.
Coaching allows for ongoing, continuous learning, offering support, encouragement, and feedback as new approaches are tried and new behaviors are practiced.
Coaching is about bringing out the best in people, it is an ongoing activity that is developmentally oriented, as opposed to a “quick fix” that is problem centered.
Coaching focuses on the need to:
- Identify and modify the impact of an executive’s management style on individual effectiveness, team effectiveness, or both
- Provide practical direction for “turning around” senior people who have performance problems
- Help executives more rapidly and effectively adapt to change
- Highlight the use of key strengths
- Plan for and monitor progress regarding individual development needs
Executive coaching is not psychotherapy. If there are signs pointing to a need for psychological counseling, an appropriate referral is made.