Executive Coaching

Leadership coaching is an individualized process that builds a leader’s capability to achieve short- and long-term organisational goals. Coaching is personalized, customized, and usually conducted one-on-one for a defined period of time and with a specific business purpose in mind. Initially instituted to save derailing managers, leadership coaching now typically focuses on enhancing performance for leaders at all levels.

What’s the Difference between Coaching and Consulting? Coaching and Counseling?

In Leadership coaching, coaching and consulting often blend together, providing a clear, collaborative path of action for the client. The International Coach Federation defines coaching (often referred to as “life coaching”) as “partnering with leaders in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” In a strict coaching model, the coach functions as a facilitator, helping the employee identify and manifest solutions. In consulting, the coach/consultant functions as “the expert”, often providing the employee with “answers” -ideas and suggestions for a new course of action. As a Leadership coach, I will frequently function as a coach and consultant, ultimately seeking to collaborate with the employee to facilitate new perspectives and new actions. Counseling, rather than coaching, is typically best indicated for the employee when certain key factors are present, such as addiction or other active pathological behaviours that preclude the employee’s ability to effect changes in their life. Exposure to abuse by family members that have left an indelible emotional impact during one’s formative years can result in self-destructive behaviours that inhibit their ability to effect change in their life. In situations like these, I refer the employee to an experienced, qualified therapist to seek the help they need to heal.

Who will benefit from Leadership Coaching?

Anyone can benefit from coaching – if you have a willingness to engage in self-observation and a sincere desire for personal growth and change. Leaders and professionals who are in leadership roles and want to strengthen their leadership and relationship skills to help improve their organisational and personal results as well as their career progression. Team leaders may simply want to stay at the top of their game, or they may feel a desire for coaching relevant to particular changes in the business environment or organisational demands with which they must excel from day to day. Managers who want to become the kinds of leaders needed today. Managerial success that is rewarded by promotion to a “leadership” role often results in disappointment and dissatisfaction for the individual who is promoted and for the person who awarded the promotion. Success at one level often assumes success at the next, yet the two skill sets can be dramatically different. Making the assumption that a solid manager will be a strong leader frequently leads to a promotion misfire, costing the organisation dearly. Very few intuitively “know” how to lead in the 21st century without being trained to lead. The programme teaches managers how to lead.