Executive Coaching can
measurably improve the business performance and professional growth of
senior executives. The Manchester Survey of 140 companies shows 9 in 10
executives believe coaching to be worth their time and money with the
average return being more than $5 for each $1 spent.
When accomplished effectively Executive Coaching can measurably improve
the business performance and professional growth of senior executives.
Executive Coaching is an executive development strategy that builds
leadership and management strength. Executive coaching leverages
existing strengths to help people become more successful in their
current role, as well as the next level. There are also times when it is
necessary to build certain skills, minimize, delegate, or even outsource
non-strengths. It may also be helpful to change ineffective thinking
patterns or ineffective behaviors.
Executive Coaching is really about understanding where you are today,
where you want to be, and learning what is necessary for you to
successfully get there.
All Executive Coaching involves action learning and working in
partnership with a coach. It is a confidential, personalized learning
process. By partnering the coachs experience, observations, and
insights with current skill sets, executives are able to achieve success
more quickly and generally with superior results. A coach is a resource
for support, feedback, and accountability. The executives success is
the coachs only goal.
Who Benefits From
Certain senior level executives, such as Directors, VPs, and C-Level
individuals who have had a history of success in their current or past
roles can all benefit from Executive Coaching. These individuals have
expertise the organization values and they are seen as having the
potential to contribute at an even greater level than they are currently
contributing. However, organizations often see these individuals as
having greater potential only if they could increase specific skills or
reduce limiting behaviors.
In some cases, the executives themselves are dissatisfied with their
level of effectiveness or progress in the organization. They sometimes
know what is lacking in their performance, but do not know how to go
about fixing the issue. They may not be getting enough feedback or lack
role models within the organization. They expect coaching to give them a
return on their investment of time and money.
Should you consider ROI of
Yes. Since Return On Investment is such a critical consideration to
justify an investment in time and money in todays business world,
organizations have the right to expect an ROI in the Executive Coaching
process. Therefore, it is best to begin the Executive Coaching process
by defining clear business goals that will improve profitability and
The coach is a partner in helping to create a solid ROI as a result of
accomplishing the executives goals more effectively. As a business
partner, the coach will help to:
Clearly identify leadership
behaviors that can be built upon to help the executive contribute to
greater levels of effectiveness.
Increase awareness of blind
spots that may reduce success.
feedback that redirects behaviors.
Identify new behaviors and
Develop action plans to
maintain forward movement.
Research studies reveal the
following recommendations to maximize the business benefits from Executive
Manage the entire
coaching process to ensure consistency and quality. Coaches should
follow protocol and leverage the best practices in the field. The
coaching discussions are confidential between the coach and the
executive being coached.
Prepare executives in
advance for coaching and do not force coaching on anyone. Coaching
is an investment that an organization makes in the talent it wants to
retain. Executives need to understand how coaching will help them and
they must be motivated to receive and benefit from the assistance of a
Offer executives the
ability to select their coach. Chemistry is critical to an effective
coaching relationship. Make sure your coach provides biographies,
credentials, functional expertise, and coaching style information. Also,
make sure to meet with your coach before committing to work with that
individual. If the fit is not right, select a different coach.
organizational support for coaching. The immediate manager of the
executive being coached must be involved in the process. Everyone has a
boss (e.g., Directors report to VPs, VPs report to C-Level individuals,
C-Level individuals report to the Chairman, and the Chairman reports to
the Board.) That person needs to be an advocate for the changes the
coached executive will be making in the organization. Executive Coaching
should be positioned as part of an overall leadership development
Ensure that coaches are
grounded in the companys business and culture. Executive coaches
have diverse backgrounds. However, they should have one thing in
common---in addition to strong coaching credentials, they should have
significant working experience at the senior management level within
large organizations. If they do not, you should require that the coach
learn as much as possible about the organization before beginning
Allow each coaching
relationship to follow its own path. Because the issues may be
different for each executive, the coaching may take a different tactic.
Some executives may benefit from videotaping, while others will learn
through role-playing and others learn through discussion and study. A
major difference between coaching and training is that coaching allows
the coach and the executive being coached to determine the areas upon
which to focus.
measurement into the coaching process. Coaches should design
assessment of the value of the coaching into the beginning of the
process. Outcomes should be quantified so that the coach and the
organization are clear on the value of change and improvement. There
should be an expectation that the coaching will deliver those results
and an evaluation at the end of the process.
Has Executive Coaching become
the competitive advantage for executives?
Three recent surveys of managers who had completed Executive Coaching in
Fortune 1000 companies reported that the benefits they received were between
two and six times the cost of the coaching.
Specifically, the results of these studies identified that
contributed to organizational improvements in the following areas:
Benefits attributed to the
coached executives included improvements in the following areas:
Working relationships with
Working relationships with
Relationships with clients
Related Team Building Program
Coaching Job Skills
Developing and Coaching Others