Margaret says

Executive coaching has evolved quickly over the years. It’s important to consider the type of coach and approach that’s most appropriate for you given the results you want to achieve. Finding the right coach can be the leading edge you need to succeed professionally.

So the new mantra is…Got a goal? Get a coach. Some consider it a field in itself; others consider it a form of consulting.   There are many interpretations for "executive coaching". My preference is as follows…

Coaching is a positive, thought-provoking process of two minds working together with one aim— to advance the subject in their chosen field of endeavour. It is collaborative, challenging and hugely rewarding for the subject as well as for the coach.   It revitalises the subject with unbounded, positive energy to chase that personal or corporate goal, succeed, or be secure in the knowledge that they gave of their best, a reward in itself. 

                                                                Margaret Stolmack


However, no matter how you define it, coaching is a useful tool for executives who want to develop as leaders. Rather than debate the definition of coaching, it’s more important to consider the type of coach and approach that’s most appropriate for you given the results you want to achieve. Some executives have difficulty articulating concrete desired results, but a skilled coach broker can help.

Often executives claim they simply haven’t the time to slow down and think things through.

FRANKLY, THAT IS AVOIDANCE!

Coaches come in the form of business professionals, psychologists, trainers, consultants, authors, etc. They come from all walks of life. Some are tough, challenging and direct. Some are sensitive, encouraging and indirect in their style. Some impose a particular process. Some are more flexible. Human nature being what it is, it is likely that a subject will choose, given the option, the line of least resistance and not, necessarily the best coach for themselves.

THIS VERY ACT CAN DESTROY THE PROCESS BEFORE IT BEGINS!


A consultant with expertise in communication may focus on executive coaching that emphasizes presentation skills. A fashion consultant may offer executive coaching with an emphasis on professional appearance. Other executive coaches focus on leadership skills or business strategy.

The approaches are as varied as the professionals who deliver coaching services.  It is critical that the selection and matching is undertaken dispassionately, carefully and with the overall success of the program in mind.   The coaching can be derailed, even with an exemplar coach by mis-matching!


Selecting & matching the Coach
Ultimately the most important factor in selecting a coach is the coach’s track record and his/her ability to establish the kind of relationship with the subject that helps achieve results.  Senior leaders who have few peers seek out support to discuss business and professional goals of each subject and select and match accordingly. It’s a decision that should not be made lightly.  And, frankly, the decision should not be left to the subject. That is like getting schoolchildren to pick their teachers!

Coaching relationships can be structured in a variety of ways. Consider whether you want the subject to work with a coach in person, by phone or both. Know what matters the subject most needs to address.  Finding the right fit is everything. The subject will know they have the wrong fit if they feel they’re wasting their time, dread the coaching conversations, or it gets sidetracked on issues that aren’t directly relevant to goals.

A coaching Broker through the TRIAD meetings will short-circuit this.


Coaching issues
With the complexity of issues that challenge executives, there is never a loss for discussion topics between a coach and client.  Below are a few of the issues that many of today’s top-performing leaders discuss with their executive coaches:

• Staying focused on top priorities
• Increasing accountability for follow-through
• Building skills in particular areas (such as communication or decision making)
• Dealing with organizational politics
• Thinking strategically
• Handling stress & avoiding burnout
• Managing teams & dealing with sensitive personnel situations
• Influencing others
• Negotiating
• Brainstorming new ideas/creative thinking
• Personal career planning
• Life-work balance issues
• Establishing clear goals and action plans


Success Factors
In addition to finding the right coach, here are a few success factors to keep in mind for those who engage in a coaching process.

• Establish clear guidelines for the relationship and coaching process on the front end. Don’t make assumptions.
• Share feedback. If something is not working, discuss it.
• Acknowledge progress and celebrate successes along the way. This helps build momentum.
• Involve other stakeholders if necessary. In some cases, others in the organization can participate in the process to share input and feedback.

Executive coaching is not for everyone. It’s only for those executives who are highly motivated, who are committed to leadership development and who want to engage in the process.  Expect a minimum commitment of six months to a year.


Company Sponsored Coaching Programs
Many more companies now recognize the importance of promoting coaching within their organizations. Many have formal coaching programs that include internal and external coaches.  Organizations that sponsor coaching programs need to be diligent about connecting the benefits of coaching with business results in their organizations.  Without a results focus, organizations run the risk of promoting coaching for its own sake – a "campaign for coaches," instead of solutions for executives.

Coaching is simply a means.... Corporate initiatives that mandate or roll out a coaching program too broadly jeopardize the effectiveness of the program.  Often those who need coaching most are least likely to be open to the process, but top performers are always looking for a leading edge.  Finding the right coach can be the leading edge you and your top talent need to succeed professionally.

Margaret Stolmack: 0412 350 145

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