Why an Executive Coach?
As a practice, executive coaching may be a resource that you secure for yourself, something you would secure for a direct report, or for a group or team. These are the situations or scenarios we commonly encounter where Coaching can play a meaningful role for the executive:
Mindset and Behavior
- Reframing limiting beliefs that are holding you or your team back
- Eliminating a behavioral issue that is hurting performance and could derail your or a valued subordinate’s career
Transition and Promotion
- Helping an executive to succeed in their first 90 days in the organization, or in a new role
Presence and Power
- Improving executive and leadership presence
- Becoming more influential while having the ability to have difficult conversations to improve results
- Communicating with impact – interpersonally, in presentations, and in writing
Leading and Managing
- Engaging and mobilizing employees, improving team performance, and creating a high-performance culture generally
- Gaining buy-in for an idea from stakeholders throughout the organization
- Leading change
- Completing one or more significant performance improvement initiatives
Effectiveness and Impact
- Getting control of one’s time, balancing personal needs with work demands
- Finding time to be strategic, rather than constantly fighting fires
The situations and scenarios which warrant coaching are many and varied, and in no instance should the engagement of a coach be seen as an admission of a liability, perceived as a crutch, or cast as a limitation. Coaching is a proven means of helping you, your peers, and your subordinates to become better, more effective professionals.
