What is it?
Executive coaching is a customized development process that helps companies keep their valued employees. It works when there is mutual interest by the employer and the employee to solve a performance issue or to optimize an executive’s career progression.
Executive coaches are trained external professionals with excellent empathic, goal setting, communication and follow-through skills, who have had the experience of working, managing and leading in the types of environment in which they are coaching.
How is Executive Coaching used?
As an intervention process to solve problems usually experienced by highly valued employees demonstrating performance problems that could relate to style conflicts, fit issues, relationship difficulties or problems coping with change.
As a developmental process to maximize management and leadership potential, often at key transition points like moving from a staff to a line role, adjusting from the acquired firm’s culture to the acquiring firm’s culture or one location to another.
As a career management process to assist employees toward successful career decisions.
What are the Benefits of Executive Coaching to the company?
Creates improved performance.
Produces results that are more long lasting and more integrated into real life work situations, by working with the executive on the job, as compared to off-site or “off-line” training, requiring absences of days or weeks.
Reduces turn-over costs, including training costs for new employees.
Enables the company to keep and develop highly valued employees who have industry and company knowledge, whom the employer does not want to lose to the competition.
Factually demonstrates the company’s values and its willingness to support employee growth.
Who is the typical coaching candidate?
I. The person:
Whom no one wants to work with;
Who is explosive and given to unnecessary outbursts of anger;
Who is overly demanding;
Who is cold and aloof;
Whose control needs are so high he finds it impossible to properly delegate;
Who has difficulty being assertive when the situation calls for forceful advocacy;
Who manages up well, but is so competitive with peers that this creates interpersonal problems.
II. The person:
Who is deemed to hold high potential and who would benefit from special skill development and/or personalized style analysis and enhancement coaching;
Whose career management would benefit from the wisdom, experience and contacts a mentor coach can bring.
What is the process?
Contracting – Developing realistic and commonly understood expectations for outcome, the issues, time frame, confidentiality commitments and expected support and resources available. The client, his supervisor, the coach and often the human resource professional are included in the phase.
Assessment – The client’s skills, interests, values, style, preferences and the perceptions of those around the individual are examined and clarified with the client. Various personality and behavioral instruments are used during this stage.
Action Plan and Implementation – Following the feedback phase, specific action plans are developed by the client and his coach. Practice scenarios are created for the client to practice the new behaviors. Regular progress-vs.-plan coaching sessions are held. (Depending on the coaching goals, the coach may check with the supervisor and/or the human resource professional to confirm that the expected behavioral changes are being demonstrated, with this information being fed back to the client by the coach.)
Evaluation – After three to six months, a final session is held with the client, his supervisor, the coach and possibly the human professional, to debrief the entire executive coaching process, to bring closure and/or to identify any follow-up needs.
To find our more about the our Executive Coaching Program, please email us at Spectra@Spectracomm.com.