Executive Coaching Discussion Points

There has been a bunch of stuff written about executive coaching, what it is; what it isn’t; whose it for, etc. Here’s my two cents…..Coaching is not therapy. Therapy focuses on the past. Coaching is not mentoring because mentoring is functional based, directive advising that usually follows an industry expertise. It is not life coaching because life coaching is psychological based, individual centered and (normally) non-directive.

Business performance coaching is a defined geared process to making an organization’s good people better. It should be reserved for the best and the brightest. Executive coaching is a component of leadership development; part of the overall leadership strategy. It should be linked to core business values and business requirements and integrated with assessment and learning.

Specific business challenges where executive coaching can make a difference:
• Developing and retaining talented individuals for succession planning purposes
• Helping the individual who is taking on a new role in the organization
• Achieving cohesion within critical teams, especially in times of leadership change
• On boarding a new employee for faster time-to-competency
• Helping business leaders cope with the pressure of leading organizational change

Business Performance Coaching Model:
• Where are you now?
• Where do you want to be?
• How are you going to get there?
• How do will you and the organization know that you got there?

An organization should identify coaching candidates by answering these basic questions:
• Is the executive motivated?
• Can we identify an important development need?
• Is the executive coachable?
• Does he/she have support?
• Is he/she worth the investment?

Executive coaching is about asking, not telling. It’s about retaining talent for the long term. It’s about return on investment.

Fifteen years ago: “You have an executive coach? What’s wrong with you?”

Today: “You don’t have an executive coach? What’s wrong with you?”