Business coaching has actually been around for a while now. But many executives are just starting to become mindful of what executive coaching can offer. Because while there have actually been many professional coaches with successful track records, there are also a lot of “wanna be coaches” out there, so it can be a genuine case of “buyer beware.” There are likewise a lot who do not have the experience and know how you wish for in a coach.
A Harvard Business Review study on the executive coaching industry has exposed some really intriguing information that will help those on the fence make up their minds about the value of executive coaching. Inside this comprehensive survey, many essential questions were asked. These questions were created to spell out the right relationship between a coach and the business leader they are assisting.
The 1st question asked was: Do the coach and the executive have reasonable chemistry? If the answer is yes, this will definitely help the pair move forward and accomplish their goals. On the other hand if the response is no, it’s most likely better to try to find another coach as a coaching relationship is intimate and the person being coached needs to trust the coach.
The 2nd question and one of the most important ones was: Is the executive highly open to change? A ‘yes’ will certainly lead to an executive that is all set to get down to business and do the hard things needed to move forward and end up being more effective. However if the response is ‘no’, then it may be due to the fact that the executive is in their ‘way of being’ and unwilling to change, which won’t make for a fruitful coaching relationship.
The 3rd concern asked was: Does the executive have the dedication of his or her top management? If management is behind their leader then the coach and the leader can achieve great things together. But if management is not fully supportive of the leader, there is little point in hiring a coach as it is not really going to develop measurable results, and the full capacity of the relationship can be stunted. Typically it is a direct result of management attempting to push an executive along that coaching is used and it can definitely be a good technique for improving staff.
The 4th and last question focuses on the concern of “moving focus”. Lots of respondents who were questioned for this survey believed that their coaching focus changed in time. And this is usually an advantage. When a coach’s focus shifts, oftentimes it’s due to the fact that development has been made. The important problem is to make sure that the scope of the coaching work is well recorded, as this guarantees focus is maintained and a positive measurable outcome is more likely.
