Scores of major companies have made coaching a core part of executive development. My belief is that, under the right circumstances, one-on one interaction with this type of professional guidance of an objective third party, we can provide a focus that other forms of organizational support simply cannot provide. By working with these leaders in the context of their current jobs, without removing them from their day-to-day responsibilities we can provide the tools and resources to help move them to sharpen skills and overcome hurdles to better performance. These one-on one meetings help to indicate areas in which an executive, director, manager or any other worker may benefit by better understanding their behavioral tendencies and how they interact with others the way they usually do and how they relate when they are under stress and their needs are not being met.
Utilizing coaching as an integrated part of a larger leadership development program with the human resources director will enable your company to work with a 360-degree feedback. Using the Birkman inventory, I can seek to integrate, motivate and help the individual to understand him or her self using a business-focused assessment that is designed to enhance interpersonal and occupational success. By seeking to expand the individual’s personal awareness, enabling him or her to shift their perspective and reveal new choices. This coaching method will help the individual to achieve clarity, eliminate self-imposed limitations and enhance their self-beliefs so they can better utilize their strengths and abilities. This will allow them to become more productive, motivated and proficient in their position.
Our objectives can include the following:
- To enable the worker to learn to think smarter and work harder with reduced stress and strain
- To learn to better separate what is truly important from what is not, establishing and taking action toward achieving goals.
- To help rekindle enthusiasm for the worker to do their absolute best, and gain more job and life satisfaction.
- To provide even more value-added service than they currently do, and to contribute more effectively to the team and the organization.
- To grasp the true concepts of leadership development, by taking greater responsibility and accountability for their actions and commitments.
- To work more easily and productively with others, such as peers, direct reports and bosses, and to learn to communicate more effectively with them.
- Help them to reach their professional goals, helping them to discover and leverage their strengths, recognize obstacles to success, and help them identify a course of action to help them to maximize performance.
The executive coaching provides a competent sounding-board to help the leader to become better organized around key priorities. An executive coach would discuss exactly what steps are needed to take, in order to navigate the challenges they may be facing, and discuss openly and candidly what they need, to be more successful at work and in life.
These individuals need to feel they are heard and told what they need to hear to help them achieve success.
The coaching process also involves talking, listening, feedback, discussions, perspective, validation, teaching, communication, solutions, planning, structure, strategies and resources. Coaching has demonstrated a significant and tangible return on investment. These measurable results can be seen from areas such as performance improvement, training reinforcement, skill development, enhanced workplace relations, leadership development, and retention of good leaders. Coaching can drive improvement at all levels in the workplace.