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.