At some point in a business executive’s career, there may be an opportunity to consider hiring a coach. People today come to coaching for many reasons: they are stuck and cannot think of what else to do in order to move the organization forward; there may not be anyone at their level they can have confidential discussions with; they think when they were to improve something within themselves, the organization would benefit. Perhaps, they are seeking a change, another perspective, or just have some goals to achieve. Executive coaching in the Philippines focuses on helping people go from wherever they are, to where they want their company to be.
Whatever the reason is, coaching focuses on an approach of guiding the executive. It's thought that the more an individual is involved in identifying issues, in exercising and implementing solutions and in reviewing results, the more complete and the more long-lasting the learning is. This form of self-improvement will bring about learning with a deeper understanding than understanding that we usually learn from books. Given the right circumstances, one-on-one interaction with an objective third party, who is not tied to the business or another executive, can offer a deep understanding which other kinds of organizational support cannot provide. Mentoring develops the leader in real time within the context of the current job while allowing them to maintain their day-to-day duties.
What is Executive Coaching?
An executive coach is a qualified professional that works with individuals, usually executives, but often employees with high potential, to help them achieve self-awareness, attain their development goals, unlock their potential, and act as a sounding board. They are not therapists or advisers, although many have therapist or consulting backgrounds, and typically refrain from giving advice or resolving their client's problems. Instead, they ask questions to help an executive explain and resolve their own issues.
"An effective executive coach aids in providing incredible vision, while maintaining the values of their client. They arrive into the life of an individual or take part into the enterprise with the goal of refining them in order to influence people's ability to perform at the highest level possible. Therefore, coaching is not telling a leader what to do; instead, it's presenting them an opportunity to evaluate what they are doing in light of the current situation.” – Joey Gurango
Unlike a business advisor, which goes into depth about numerous subjects usually dealing with the past and consulting, which commonly results in giving the client answers, coaching is more action-oriented and centers principally on the present and future. Executive coaching concentrates on what the client wants and uses a process through the private coaching sessions to allow the client to self-discovery, appreciate, and determine their own decisions. It’s the client who establishes the goals and commits to it, while letting the coach help hold them responsible.
Who Hires Executive Coaches
Back in the day, firms used to hire executive coaches to mend broken executives. Nowadays, most companies hire executive coaches to invest in their best executives and fast-rising superstar employees. Contrary to what we use to think about it, it's not a stigma to have a coach, it’s basically a status symbol nowadays.
While executives can employ their own trainers (generally CEOs or business owners), it's more common for companies to provide a coach to an executive as part of an executive development program. The coachee could be recently promoted (transition training), currently facing difficult challenges, or has been groomed for bigger jobs. Executive coaches will also continue to be hired to fix behavioral issues and assist leaders to solve interpersonal conflicts.
Why a Manager or Company Should Not Employ an Executive Coach
The principle of business coaching is helping leaders and prospective leaders to get released from their dilemmas and helping them to transfer their knowledge into results for the benefit of the enterprise. Coaching may be a company-sponsored perk for top employees or it may be shouldered by the individual who simply wants to improve his business acumen. Regardless of the circumstance, you’ll expect a program that is highly customized and holistic, which provides innate behavioral perceptions intended to fast-track an executive's effectiveness as a business leader.
That’s how the program is supposed to transpire. In case you have an entirely different perspective about the program just like the enumerated list below, then you might want to reconsider your decision to hire a coach. Therefore, a leader must not hire a coach if:
They don't believe they need coaching, not interested in feedback, and do not think they need to change. Simply put, coaches don’t have a place in the life of a person who cannot accept their shortcomings. A coach is not a yes-man; he is paid to do a specific set of task and agreeing to everything you say is not part of their job description.
They are looking for business information or consulting, i.e., someone to fix their problem for them. A business coach is not your advisor, nor your employee. You don’t expect them to solve your problems. They will help you evaluate the areas of your business (or yourself) that needs to be improved, but it would still be all up to you to make the decisions.
Merely a last-ditch, Hail Mary attempt to repair a failing executive who is on their way out of the door. Let’s face it, the management may have made the wrong decision when they placed you to head one of their departments. Therefore, they will hire an executive coach either to sincerely help motivate you or their final act of grace before they fire you.
The executive isn't at the appropriate level in the organization to warrant the expense of coaching. Hiring a coach is not cheap. Indeed, not everyone can afford it. Therefore, if the management doesn’t see any potential Return on Investment (ROI), then maybe it’s not yet the time for your superstar employee to benefit from the wisdom of a business coach.
What the Typical Executive Coaching Process Looks Like
While there are many variations, executive training usually involves a series of phases, starting with intake, assessment, goal setting, development preparation, and then progressing through the improvement plan, together with periodic check-ins with the executive's superior. The method is over once the development goal(s) is achieved, or when the coach and/or coachee decides that it should stop. The normal duration of a training engagement is seven to 12 months.
The Confidentiality of Executive Coaching
When it comes to executive training, conversations are completely confidential between the coach and coachee. Even if the services were to be paid by the enterprise, confidential information cannot be disclosed without the authorization of the coachee, although they are entitled to status updates whether the goals, milestones, and the likes are being met within the timeframe. It goes without saying that trust is a big factor when it comes to executive coaching, which the client is ensured to have provided they hire the right person for the job.
Executive coaching usually occurs face-to-face, given that rapport is usually built when communication is done in this manner. Although with the rise of technology, executives may also opt for video conferences. It may not be a better alternative, but at least the sessions will be done consistently in case one party cannot make it on a specified schedule.
You may also want to read about the “Key Benefits of Hiring an Inspirational Speaker in the Philippines for Your Business” to help you influence your team and allow them to reach their potential.
This is Joey Gurango, your Business Technology Coach!