One-on-one interaction with an external coach can provide a focus that other forms of organizational support cannot. The purpose of the executive coaching is to support and encourage the leader to improve performance and to develop the skills necessary for success. The process typically involves gathering data from interviews or assessments, goal setting and measurement, aligning individual goals with organizational goals, and regular conversations that build on how to best use the individual’s strengths to be as successful as possible.
Executive coaching was once viewed as a tool to help correct the shortcomings of underperformers. Today it is used in supporting top producers, and to sharpen the skills of individuals identified as future organizational leaders, as identified through succession planning. Coaching develops leaders in the context of their current jobs, without removing them from their day-to-day responsibilities.
As individuals advance to the executive level, many plateau in critical interpersonal and leadership skill levels because feedback becomes increasingly more infrequent and unreliable.
So, when does a coach make sense? An executive coach can be very helpful when transitioning to a new job, a new employer, or with challenges that occur when employees resist new ideas.
What makes a good executive coach? The executive coach must have high-level business experience for the relationship to work. The executive and the coach must be peers. To provide appropriate guidance, the coach should have worked in the corporate world, but also have held senior line positions.
Please contact TowerHunter to discuss the most appropriate solution to the challenges you or your executives may be facing.