Executive Development Programs
Program 1: Executive Coaching Solutions
Overview
Executive Coaching is one of the fastest growing and most misunderstood professions of this decade. Coaching used to be an “executive perk” for large company executives to help them make better business decisions. Today, coaching is rapidly being recognized as one of the best strategic weapons a company can have in its arsenal. Executive coaching focuses on developing a top executive’s full potential by coaching them to think and act beyond existing limits and paradigms. Executive coaching is a highly individualized form of leadership development and support available because it is based on the understanding that in order to be maximally effective, executives must accurately identify their strengths and areas of development, examine the impact of their behavior on others, and regularly and intentionally reflect on their values, goals, and effectiveness.
The strength of executive coaching lies in the fact that it is almost exclusively an executive development strategy that builds leadership and management strength because it is ultimately concerned about understanding where the executive is, where it is that they want to go, and the things that they would have to do to get there. It is often lonely at the top for chief executives as they generally keep their own counsel, mainly because they find it difficult to discuss matters with colleagues and cannot or choose not to share their concerns with spouses and families — executive coaching offers a way out of this by providing an opportunity for the executive have an independent sounding board and strategic partner in a safe and confidential environment.
Executive Coaching can be defined as a confidential, highly-personal learning process, involving action learning and working in partnership, combining an executive coach’s observations and capabilities with an executive’s expertise; the result is that the executive achieves better and faster results-oriented outcomes. It is therefore important to create a coaching environment that is founded on trust because in a normal working day, the executive works in a fast-paced, complex and pressured environment and there is little time to sit back and reflect on the range of issues facing him/her.
The Coaching Approach
Effective coaching is a major key to improving business performance. Executive Coaching focuses on the qualities of effective leadership and improved business results. It is comprised of a series of structured, one-on-one interactions between a coach and an executive, aimed at enhancing the executive’s performance in two areas:
- Individual personal performance
- Individual organisational performance
When executives are first confronted by being coached, they are not always clear about how best to use their sessions and quite unaware that it is they who set the agenda; in fact, some executives expect executive coaching to be like a one-on-one tailored training programme where the executive coach initiates the agenda. Executive coaching teaches the beneficiary to minimise, delegate, or outsource non-strengths by changing ineffective behaviours or changing ineffective thinking. The up-front purpose of executive coaching is to develop key leadership capabilities or focus required for their current role, but it can also be used as an instrument to prepare them for the challenges of the next level. The whole coaching experience is structured to bring about effective action, performance improvement, and personal growth for the individual executive, as well as better results for the institution’s core business.
An Executive Coach only has one item on his agenda – the client’s success. This means going where it might hurt, and keeping a client accountable to achieving their goals. Coaching helps people grow personally and as professionals. This growth allows then to commit completely to the success of an organization. When professional coaches work with organizations they can turn performance management into a collaborative process that benefits both the employee and the organization.
Our Executive Coaching Solutions provide coaching on a one-on-one basis, providing an invaluable source of support and development for your managers and business leaders focuses on organisational results and business outcomes.
Our Executive Coaching solutions are offered ‘face-to-face’ with support via the telephone and email, if and when necessary.
Who Benefits From Coaching?
Perhaps the better question is, who doesn’t? We have all had managers and clients whose leadership, team-building, change management, or interpersonal skills are non-existent. The primary goal of coaching is to help people become more effective. Coaches work with individuals to help them overcome personal obstacles, maximize their strengths, and tap into their full potential. Still, the greatest value of coaching, aren’t just the business solutions, but the personal insight. An individual may think they are hiring a coach to help increase revenue, but what they will ultimately get is a big dose of self-awareness too.
In today’s economic environment where organizations are rapidly evolving, coaching can have a significant strategic impact. Unlike typical training and development, coaching provides continuous learning and develops people to meet current and future needs. Coaching is an investment that you make in developing your key resource people for the long-term benefit of your organization.
“The goal of coaching is the goal of good management: to make the most of an organization’s valuable resources.”
– The Executive as a Coach,
Harvard Business Review, November 1996
The Difference between Coaching, Managing, Consulting & Training
Coaching, managing, consulting and training are all related, and sometimes overlap. However, at their foundation, they are distinct in their focus of attention.
A professional coach’s primary attention is to tap into the client’s own vision, wisdom and directed action in service of the client’s self-identified agenda. The client applies himself/herself to his/her whole life usually including, and often focusing on their professional endeavors.
A manager’s primary attention is to achieve specific organizational results through their direct reports. To that end, they may direct and/or develop those direct reports through performance feedback and may use coaching skills.
A consultant’s primary attention is to achieving organizational results (often large systems change) through the application of specific expertise. They may or may not also be charged with transferring knowledge or a skill set to their client.
A training and development professional’s primary attention is the successful transfer of specific information or skills to their clients. Again, a trainer may well use a co-active approach and coaching skills.
