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.
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.