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BLOGS:
by Dr. David Hatmaker,
LMHC, NCC
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EXECUTIVE COACHING?
Introduction: 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.
LINKS FOR MORE INFORMATION:
Contact Dr. David Hatmaker at 407-363-9533
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