Search posts by:

Archive Posts for 2016

Blog Author:
Shelly Berlin
Strategist. Confidante. Plate Spinner.
Shelly Berlin is a founding and managing partner of Berlineaton. You can often find her balancing dinnerware in the air while typing with her free hand.She enjoys the fast pace and nature of management consulting, along with applying the skills she gained at Disney, Andersen Consulting, and Price Waterhouse.
What is Executive Coaching?
People often use the terms ‘coaching’ and ‘executive coaching’ interchangeably for two distinct services. Executive coaching is different from other forms of coaching; it is focussed on the needs of the leader and the needs of the organization, rather than a singular focus on the leader. 

Executive coaching is highly individualized and is a three-way partnership between the executive, executive coach, and the organization. The leader’s goals must always link back and tie in to the organization’s strategic and organizational objectives.
Executive coaching can take several forms such as: career coaching, performance coaching, new-assignment coaching, debrief and feedback coaching, presentation skills/communications coaching, team coaching and succession coaching. 

Typically, an executive coaching session will include a balance of:

· Immediate tactical problem solving - day-to-day issues and challenges where a coach can be an effective sounding board to work through issues and develop a course of action;

· Development of leadership capacity and new ways of thinking - often by focusing on developing leadership competencies as set out by the organization.  Performance reviews, and other assessment tools aid in bringing to light areas of opportunity for growth;

· Development of habits of self-reflection - to promote growth and independence from a coach.  These habits are modeled during coaching sessions and are transferable.

Effective executive coaching relationships are built on clearly defined goals, mutual trust and respect between the three parties in the coaching relationship.  A coaching partnership, usually laid out in writing, identifies the three parties in the relationship, the ground rules, confidentiality terms, timeframes, specific goals and measures of success - with a focus on leveraging the leader’s strengths and building key competencies that develop the individual’s leadership capacity.

Selecting a skilled executive coach is a critical step to ensuring the success of the executive coaching partnership.  To read more about the seven attributes of an effective executive coach, click here.
Take a Free Assessment
Will your organization exist five years from now?
Organizations that thrive excel in three areas: 

  • Direction: a clear, widely shared, and aspirational vision of the future and a compelling road map to get there.
  • Process: clear, effective and efficient steps that create meaningful outputs. Daily tasks and deliverables yield their best results when processes are clear and strong, and aligned with organizational objectives. Processes facilitate the alignment of action with direction.
  • People: People make it all happen. People have the skills, capacity, and impetus to translate strategic intent into reality. Ultimately, people and the culture they create drive an organization towards its chosen future. 
Where does your organization stand right now? Take a few minutes to complete our free assessment and find out. Click on the button below to launch the assessment.