Executive Coaching coming of age
I have been an executive coach in Australia and Singapore for some years and I have seen some significant changes in the acceptance and application of executive coaching.
Harvard Business Review (HBR Jan 09) has just published a review of the field of executive coaching and makes some significant points on how to effectively use executive coaching as a self-leadership or business tool.
Coaching used to be used to address toxic behaviours, some of which clearly needed therapy such as narcissism but most of which fall in the category of poor people management. Now coaching is seen as ideal to facilitate the development of high potential employees.
Quoting HBR:
• 48% of coaches surveyed were engaged to coach high potentials or
facilitate a transition.
• 26% to act as a sounding board, and
• 12% to address a derailing behaviour
I was speaking today to a coach in the finance sector who reports that, as organisations have let a large number of older (read more expensive) executives go; the remaining younger managers need help to rapidly upgrade their leadership skills.
Because of the fluid nature of the coaching profession the prevailing question remains, “How to choose the right coach for the right coachee.”
Starting with the coachee – they must really want to be developed and be prepared to take some constructive feedback. Many coachees will pay lip service to the process but are not yet ready to change – a good coach will not take on such a coaching assignment, I know I won’t.
As for the coach, there must be some ‘chemistry’ between the coach and the coachee; after all they are going to spend quite some time together. But this chemistry should be a catalyst for change not a validation of the status quo. As for a buyer guide, according to HBR here are the top reasons for choosing the right coach:
1. Experience coaching in a similar setting 65%
2. Clear methodology 61%
3. Quality of client list 50%
4. Ability to measure ROI 32%
Personally I have experienced numerous ‘interview the coach’ sessions and I agree with HBR’s findings. If you are looking for an experienced executive coach feel free to drop us a line.
May 28th, 2009 at 6:04 pm
‘chemistry’ between the coach and the coachee.. you got it right! Nice to know this blog, rite now i still learn with that chemistry in my coaching school in dubai.
November 4th, 2009 at 10:43 pm
I totally agree. As management functions within corporate organisations become flatter. Executives will find coaches to be a vital tool, to help shape their leadership styles, validate their decisions, and bounce ideas off.
Role modelling isn’t a new concept. Even the Spartans role modelled. There is no reason why executives shouldn’t engage coaches.
December 22nd, 2010 at 8:52 am
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