The air is thin at the top of the organisation. How does a leader make well-informed decisions? How does a leader succeed during a crisis? Top-level managers are on the move within an environment which is lacking in honesty and timely feedback. If supported by cooperative, positive suggestions, or constructive critique, most leaders could take more sustainable and better-baised decisions, while enjoying a better quality of life. Unfortunately self-reflection is still considered as a type of weakness at the top of organisations and companies. Even in critical situations it is difficult for these managers to cross the inhibition threshold, even though they know they should seek help.
What prevents us from learning from athletes in this regard? Normally athletes hire a coach and buy-in mental training support. At the same time, it would appear that, in the business world today only a few top managers resort to continuous feedback in the form of coaching. While coaching is normal in the sports world, it still remains a rare option in the corporate universe. This is where our coaching support starts.
Executive Coaching is one of the best investment options for managers to create a new awareness of their tasks, their role, their accountability and the skills required for leading.
Executive Coaching is different from «Personal Coaching» or from «Life Coaching»: It is usually the employer who expresses the need for coaching by an external coach. Mostly the coaching process is fully or partially paid for by the company. The goals and contents of the coaching process are often agreed upon in a coaching contract signed by three parties, the employer (boss, HR, CEO…), the coachee, and the coach.
When is Executive Coaching useful?
- To find new visions for the team, the company, the department
- To enhance leadership and management capabilities
- To manage and use one’s emotions
- Conflict management, handling of differences
- To build the ability to achieve goals
- To reflect on career planning
- To manage through change
- To overcome identity crisis and over-reflective behaviour
Results and benefits through Executive Coaching
You clarify your personal vision, the company’s vision, and come up with a strategy to achieve both of these. You learn to embody your personal as well as your organisational identity and act upon this map of action.
You have a sparring partner at the same level to discuss your company’s or project’s future and consider the impact of planned business decisions.
You learn how to cope with upcoming duties and challenges.
You review your role in the organisation and find ways to cope with the challenges anticipated.
You enhance your management competence in the hard and soft skill fields.
You learn to support talents and high potentials instead of slowing their career.
You reflect your situation with a truly neutral person.
You initiate solution-focussed thinking instead of wallowing in problems.
Because of sharpened sensual observation skills you are better empowered to motivate your subordinates.
You expand your competence in dealing with anxiety, weakness, while developing self-consciousness. This contributes to your becoming a holistic person.
You acquaint yourself to manage top performance with confidence.
You find your inner balance and satisfaction from where you can implement well-focussed action.
You develop new ways of evaluation and regain fascination for your work.
You are able to build your own inner early warning system to sense, when crisis is approaching.
- Agreements on goals
- Triangular contract company-coachee-coach defining duties, and roles
- Application of standardized test questionnaires applicable to the specific situation
- Plan of action
- 6 – 12 coaching sessions according to specific needs
- Ongoing evaluation
Definition of goals and contractual conditions with the coachee and key persons within the coachee’s working system.
Determine indicators for attainment of coaching goals.
Main coaching phase
Systemic role analysis and role understanding adjustments; Graves value test; training of skills required for behavioural changes; release of inner brakes; eradication of any post achievement stress; change or adjustment of core beliefs; build up conflict management and communication competence; change action plans and action plan evaluation.
Evaluation; report on results, arrange transfer.
Well-planned coaching with clear goals ensures optimal impact. Usually the coaching process lasts for three to twelve months. It may include structured leadership development training and telephone consultation.