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10 Criteria for Selecting an Executive Coach

October 17, 2014 By Sam Palazzolo, Managing Director

The Point: It’s lonely at the top. Ask any CEO and s/he will confirm. As a CEO, you are supposed to know all the answers, and even the slightest mishap from your end can cause you to lose your position as the C-suite executive, no matter how hard you have worked to get there. This is why the CEO is in need of coaching and leadership advice. However, studies show that more than 60% of CEOs do not receive executive coaching. The trend needs to change. But how will you select the “right” executive coach to work with, and is there such a thing? The following are 10 ways in which you can find the best centered executive coach… Enjoy!

#10 Ask for A Test Drive

One way to find out if a person is fit for the executive coaching job is to ask for a walkthrough of the leadership development process via a test drive. This usually includes a starting point, identifying key issues to be addressed, and the goals to be achieved. The coach should be able to give you specific scientific (or a flavor) for how they employ methods that will be relevant to your situation.

#9 What Coaching Methodology?

This follows from the previous point. It should be clear from the onset what kind of feedback, tools, and methods will be used. A mark of a good coach is that they listen more than they speak in order to identify which areas of your CEO-persona are most in need of immediate improvement. Also important is to identify if they are able to suggest/explore the best in class strategy development to achieve such changes.

#8 Feedback – Coaching or Conversation?

Feedback is an integral part of executive coaching. Sometimes all a CEO needs is someone identifying their blind spots. Of course, the coach will help you in this respect, but they will start by gathering feedback of what the team members and board of directors think about you. This stakeholder input is crucial to engagement success, and long-term sustainment.

#7 More than a Sounding Board

All leaders need someone they can confide in and who can act as their sounding board. However, if that is all that your prospective coach is claiming to offer, it is better not to hire him. Put another way, you want more than just a 1-sided conversation to take place if you expect results (and you better expect results!)

#6 Confidential Information – To Share or Not To Share?

This is a no-brainer. The coach needs to ensure 100% confidentiality regarding what happens during the coaching session. Working with a coach that doesn’t guarantee confidentiality could be a potential career-threatening move. Keep in mind, in the event your organization is sponsoring the initiative, they will expect to get updates regarding your progress. Simply put though these “sharing moments” should be done at a high-level (think 30,000 feet!)

#5 Track Record of Success

All the above-mentioned factors are essential, but they amount to nothing if the coach cannot refer to successful clients serviced.

#4 Testimonials

When selecting executive coaching services, always ask for testimonials of past (or even existing) clients. Most importantly, follow up with this cadre of clients to find out what they experienced positive, negative, and if they had to do over again if they would. This will show just how result oriented the coach really is.

#3 Accountability

This is an important point in leadership development. You should either hire the services of the coach on a personal basis, or use company funds under your discretionary control. If the coach is being paid by the organization, then you’ll need to ensure that loyalty and accountability lies with the organization as well as you as the leader (In our Centered Executive Coaching engagements where this is the case, we typically refer to this as a “triangular” relationship between coach, coachee, and sponsoring organization).

#2 Monitoring Progress

Only a genuine coach will explain to you strategies that will be used to measure improvement in your behavior during and after the coaching program is over. In our Centered Executive Coaching programs we typically initiate the sessions by structuring a dashboard of key performance indicators (KPIs) or important metrics to measure/review at periodic intervals throughout the engagement.

#1 Compatibility

Finally and most importantly, make sure that you have the right chemistry with the coach you are hiring. Ideally, look for a coach that offers a complimentary session so that you can ensure that you are comfortable with the coach selected.

Summary:

The CEO of today works alone. They may collect all the praises, but then they also get all the blame. Only a sound leadership coach can help them ensure long-term success, which is why it is essential to choose the best one.

If you’d like more information on Tip of the Spear’s Centered Executive Coaching offerings, please use the CONTACT US page of this website.

How Executive Coaching Benefits the C-Suite

October 16, 2014 By Sam Palazzolo, Managing Director

The Point: As the job of a CEO becomes ever more demanding (is that even possible? Yes!), more and more chief executives are willing to receive professional advice and coaching. Executive coaching is no longer considered as a punishment given to incompetent CEOs. Rather, it has now become a trusted form of leadership development (even a sort of status symbol). In the following post, we discuss the benefits that executive coaching offers to C-suite executives (CEOs, CFOs, CIOs, CTOs, CHROs, etc.)… Enjoy!

Why a C-Suite Leader May Need Coaching?

On the surface, it doesn’t make sense for a person that has escalated to the C-Suite to go for a coaching session. Don’t they already know everything? Well in actuality, they don’t. Our research at Tip of the Spear reveals that as many as 78% of C-Suite leaders are expressing a willingness to be coached.

This is also the call of modern times. Previously, C-Suite leaders could manage on their own, and executive coaching was considered some sort of remedial action. However, today’s leaders work under so much pressure that they may need essential assistance from time to time. They have everything riding on their shoulders, but at the end of the day, they are just human beings too!

Too much responsibility can easily cause burn out leaders, further complicated by poor decision making. Is it then any wonder that C-Suite leaders are now lasting 7.6 years on a global average down from 9.5 years less than 2 decades ago?

The Cost of Not Being Coached

People who earn themselves the C-suite executive spot have the ability to make sound judgments on a consistent basis. However, all it takes is one wrong decision to lose all of that. That is why, they need someone who keeps the executive on their “toes” so to speak, and in a corporate world marred by office politics, you can’t expect this role to be fulfilled by stakeholders.

And even if stakeholders are asked to give honest feedback about how well the C-Suite leader is running their portion of the company, chances are that communication will not be honest and will withhold negative feedback.

Think this isn’t you? Think of the last decision you made in the C-Suite that didn’t exactly go as planned (Come on, be honest, there had to have been one if not more decisions you made in the last 12-months that just went wrong!) Now take the costs (actual as well as opportunity) associated with that mistake, as well as the revenue (lost or potential not realized). We’re guessing that it’s at least six digits (+$100,000) if you’re honest!

Bottom line: A C-Suite leader needs an unbiased, yet talented and experienced coach to help stay at the top of their game.

Summary

To sum up, while C-Suite leaders hold the highest positions in their organization, they are also the ones that need to hear the truth more often. This “truth” delivering role is seldom fulfilled by team members and employees (i.e., Stakeholders). Hence, executive coaching finds its greatest relevance in the upper echelons of the organizational hierarchy.

If you’d like more information on Tip of the Spear’s Centered Executive Coaching offerings, please use the CONTACT US page of this website.

Will Your Leadership Poor Communication Skills Get You Fired?

October 16, 2014 By Sam Palazzolo, Managing Director

The Point: Does having the necessary qualifications and certification in your field guarantee job security? While as a leader you know good education improves your chances of getting hired, staying on that job and being promoted is an entirely different animal. Leadership communication skills typically requires dignity, perseverance, and most importantly, communication skills training for leaders. This is the total package of leadership development, which is perhaps the only way of achieving long-term success. Likewise, failing to learn essential communication skills spells doom for everyone in the organization, including C-Suite executives. This article lists communication five (5) blunders that can (and should!) jeopardize an executive’s career… Enjoy!

#5 Flirting on the Job

It should go without saying, but a leader we met with last week was unceremoniously dismissed from this organization of 10+ years because he flirted on the job. Many actually see flirting as a way to climb up the corporate ladder. Here at the Tip of the Spear Ventures firm, we don’t promote Machiavellian, Venus, or even Cupid-like tactics. Instead, we look to provide genuine leadership development education through the proven Leadership Challenge methodology. Hence, take our advice and refrain from flirting, as it can easily be taken the wrong way (I’m not certain there is a “right” way here!)

#4 Emailing News That Is Best Delivered in Person

As a leader unfortunately we have to at times deliver bad news (Hopefully this is the minority of the time). This bad news could include something significant to the organization’s employee structure, such as layoffs. When you deliver such news via email, stakeholders (those being relieved of their duties, as well as those staying) will obviously lack body language and other non-verbal clues needed to deal with the emotional response following the message. As a leader, there also will be an opportunity for you to stand and face the unpleasant music (See point #3 below). That is why as a leader you should always convey bad news in person, and picking up clues from the recipient’s body language and facial expressions whether they are comprehending the key parts of the message or not. Clarity could go a long way in minimizing long-term disruption.

#3 Shying Away from Difficult Conversations

This follows from the previous point. But along with delivering bad news, a leader also needs to give negative feedback from time to time. When you avoid such conversations, you are giving way for small problems to escalate into larger ones that will ultimately reflect negatively on you. So, deal with negative behavior head-on. First listen to what the employee has to say about his performance (listening being a key leadership communication skill as well) and see whether the issue is genuine or not. In any case, you need to have the ability to communicate assertively in order to be heard by your workforce.

#2 Not Maintaining Eye Contact

Everyone knows that you listen with your ears, but maintaining eye contact is essential to let the other person feel that you are actually listening. Body language matters when it comes to leadership communication skills. Hence, if you fail to maintain eye contact, this not only is considered a sign of disrespect, but people will also think that you are a (to use the term) ‘shady’ person.

#1 Beat Around the Bush Messages

Finally, a sign of effective communication is the right choice of words so that you can communicate your message in the shortest amount of words possible. Think of Twitter: If you had to deliver your message in 140 characters or less, what would you say? How would you say it? This is a trait to be sought in the fast-paced corporate world of today. On the other hand, going on ceaselessly about a single point makes people think that don’t know what you are talking about.

Summary

In short, without effective communication skills training for leaders, you are not likely to last long and achieve your full potential in the work environment, no matter how high you stand in the organizational hierarchy. You need to be respectful of your employees and use nonverbal cues when communicating, such as eye contact. Most importantly, you should have the ability to both encourage and discipline stakeholders.

If you’d like more information on Tip of the Spear Ventures’ Communicate with Influence series, specifically aimed at communication skills training for leaders, use the CONTACT US page of this website.

Who Needs Executive Coaching Anyway?

October 15, 2014 By Sam Palazzolo, Managing Director

The Point: The job description of executives is changing all the time (just ask those that compile leadership development material!) It is no longer enough to take credit for past success. You constantly need to stay ahead in the game through leadership development in order to realize your full potential. In this post, we’ll take a look at who exactly needs executive coaching… Enjoy!

#3 Identify the Problem at Hand

To start off, you need to ascertain the reason why you are calling in a coach. For the most part, executive coaching is a great option when organizations needs behavioral change in its top-tier leadership. For instance, the CIO (Chief Information Officer) might need help with asserting his authority during board meetings.

But do note that an executive coach by the end of the day is just a person that works with an executive how to solve their own problems. The coach doesn’t solve the problems for them. If the leaders in place aren’t effectively leading the organization, then not even the best executive coaching program can ‘fix’ him.

#2 The Willingness to Learn and Change

The best leadership development programs easily run in the hundreds of thousands of dollars. But all this money will be wasted if the organization and individual leader seek a coach/mentor for a person that is unwilling to learn. For example, if an executive has been pressured by the board of directors to undergo training, then chances are that the necessary behavioral change will not materialize (and even if it does, it will not be long-lasting!)

#1 Organizational Support

Finally and most importantly, no executive coaching program can reap positive results if it doesn’t have organizational support. Behavioral change is not easy, but it can be accomplished if the leader has people around them for support. Likewise, if other executives on the leadership team are simply indifferent to progress (if not downright hostile), a leader will find it hard to achieve results.

A common feature of Tip of the Spear Centered Executive Coaching is getting feedback from the team to ascertain how they view their leader. This forms the basis of what targets will be set for the coaching session (which lasts for 6-12 months), and which areas of the leader’s behavior need immediate changes.

Summary

The higher a person is on the organizational hierarchy, the more they need a coach/mentor to help guide and reflect on leadership blind spots that mostly go unnoticed.

If you’d like more information on Tip of the Spear’s Centered Executive Coaching offerings, use the CONTACT US section of this website.

Three Communication Systems, Strategies and Skills of the Best CEOs

October 15, 2014 By Sam Palazzolo, Managing Director

The Point: What is the job of a CEO? Opinions may vary, but perhaps Peter Drucker answered the question best when he stated “The CEO is the link between the Inside that is ‘the organization,’ and the outside of society, economy, technology, markets, and customers.” One of the leadership development keys to fulfilling this role, is that the executive needs to undergo robust communication skills training for leaders. In this post, we outline three (3) necessary skills and strategies needed to become a successful CEO… Enjoy!

#3 Exceptional Public Speaking Skills

All managers and leaders need public speaking skills as part of their leadership development, but in the case of the CEO, it is not enough to speak to the workforce or the board of directors. Keeping the definition given above, the CEO is the face of the company that represents the organization in the media and industry forums.

If you get the time, watch the 2005 remake of Fun with Dick and Jane. At the start of the movie, Dick Harper (Jim Carrey) is made the Vice President of Communications at his firm. The very next day, he is called to appear on a financial TV show, where the host and a politician lambast him with questions pertaining to the fiscally irresponsible behavior of his company.

No, Dick Harper doesn’t use his charisma to navigate through the interview and ultimately become a successful CEO (he ultimately becomes a crook). But this scene goes to show what happens when you have the wrong person representing you in media. It also highlights the importance of public speaking skills as a leader.

#2 Assertive, But Not Aggressive

Leaders command attention. The CEO doesn’t rely on his title alone to get people to listen to him. He makes sure that people are listening. They not only use the right words, but also exhibit proper body language. But a defining trait of successful CEOs is that they are assertive. They stand tall, speak with confidence, and get their point across, and sometimes do so without being confrontational.

This also includes the ability to command and control one’s emotions. Without being rigid and cutting others off, CEOs can sufficiently disagree with others and execute their ideas. Conversely, they know how to appreciate others without being overtly emotional.

#1 Being a People’s Person

An important aspect of leadership communication in leadership development is emotional intelligence (or EQ). This is where a CEO successfully leads a team by making those around them feel valued through the use of “street smarts”. Once again, this further relies on a variety of communication skills, such as maintaining eye contact, good listening skills, and most importantly, empathy. Important to note here is the ability to listen to their “gut” in such situations.

Summary

As the key link between the organization, the industry, and society in which it operates in, the CEO needs to have communication skills instilled that include empathy, active listening, public speaking, and confidence.

For more information on Tip of the Spear’s Business Advisory Services where we specialize in providing communication skills training for leaders, executive coaching, and leadership development use the CONTACT US page of this website.

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