EXECUTIVE COACHING

Key Thought in this blog

A coach articulately streamlines the individuals’ psyche to the goals through a variety of psychometric tests, crucial Q&A sessions, workshops, one-on-one activities to deduce solutions and ideas to existing problems. Executive coaching is fenced with several myths, some being quite obvious citing the reason, the entire methodology of aligning the self with the goals is itself a complex process.

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Eric Schmidt, CEO Google Inc. recently stated in an interview, “Every famous athlete, every famous performer has a coach, somebody who can watch him and say, is that how you handle, is that how you perceive ?” Something we are never good at, in seeing ourselves the way a coach can. Coaching really helps”. The blog would have remained incomplete without mentioning about Eric Schmidt., a firm supporter of practicing coaching in organizations. He agrees with confidence that Google as a company has gained significantly out of coaching activities.

In my previous blogs I have stated, coaching dates back to the ancient era and is based on firm beliefs in psychology, spirituality and behavioural commitments, experts have come up with life coaching, career coaching, personality coaching, executive coaching and many more of such enriching methods to get out the best from an individual. Just like success, knowledge and skills can never be “enough”. The coach articulately streamlines the individuals’ psyche to the goals through a variety of psychometric tests, crucial Q&A sessions, workshops, one-on-one activities to deduce solutions and ideas to existing problems.

Executive coaching is fenced with several myths, some being quite obvious citing the reason, the entire methodology of aligning the self with the goals is itself a complex process.

Before further doubts spring up in your mind, let me share the top 10 myths about executive coaching:

1. Only experts need executive coaching:

The worst myth ever! Apology for such exclamation but indeed, how many people out there think they can handle every situation immaculately without stressing their brain? How many consider themselves to be so evolved that they are in touch with their élan vital? How many people have performed at peak levels all the time?

2. Executive coaching means advising:

A coach never advises or dictates or suggests. He is here to make you realize, analyse yourself, be mindful of the happenings and consequences via processes like psycho-analytics and brain-mapping and helping in actualizing the right path.

3. Executive coaching is synonymous to therapy:

The simple analogy that the Coach is like an architect and a psychiatrist is like an archaeologist will help you understand why both fields are different in their approach.

4. Executive coaching should be used only during crisis/ threats:

Coaching is extremely fruitful during crisis and threats, very true but there are areas like strategic development, new recruitments, change management, stress, work-life balance, employee relationships etc. where effective executive coaching lead to phenomenal successes.

5. Executive coaching is mentoring:

Mentoring generally is open-ended and has no set goals, whereas executive coaching is goal oriented and aligns every aspect of the session to the organizational success.

6. Executive coaching is “just another pair of the same shoe”:

Every individual, team has different needs and developmental areas that need to be addressed. The executive coach delivers programs according to the need and has focus on specific outcomes. There is a different approach for everybody. As the saying goes, “Different strokes for different folks”.

7. The best coach:

A coach is never the “best”. It is the coaching that matters. What works is the effectiveness of the coaching process and whether it is suitable to address the developmental area.

8. It is not possible to measure the outcomes of executive coaching :

Behavioural developments, skills and actions are well measurable outcomes of coaching. The fact is that, coaching provides such wide ranges of intangible benefits that it becomes difficult to measure them all. The intangible gain makes way for the tangible ones.

9. Executive coaching sessions are often time consuming:

Coaching is meant to be coherent yet comprehensive method of self- discovery aligned with the corporate goals. Hence it is a time well invested as long as it meets the outcomes.

10. Executive coaching is expensive:

Once an individual realises (not taught or dictated) something, they never forget it. It becomes a part of their self. During coaching sessions, they are not taught or guided or mentored or advised but are MADE TO realize, access, analyze and most importantly, SELF DISCOVER. Hence we see, it is a one-time investment that serves for a long time.

Honestly, once you start undergoing the executive coaching sessions, you would find the truth against the various myths that you had heard or perceived. Like I mentioned in one of the earlier points, coaching delivers a complete range of impalpable experiences that credibly lead to the results.

Executive coaching has been growing globally. Stalwarts like Apple, GE, Samsung, Google, and Goldman Sachs have been actively hiring executive coaches as they have found the conventional trying-and-testing methods which ultimately are sub-optimal for a VUCA world. Coaching has proved to be an absolute effective tool in retention of high-performing employees. Considering the part where it deals with the innate psyche, it is a great way for the company to show, it cares.

We are fortunate to even have the concept of executive coaching today because look back once and imagine, how simpler, realistic and fun our school days would be if we each had a coach to guide us to an appropriate career and a better life

The field of coaching is nascent and still evolving. The technology of coaching is exploding into organizations and into our personal lives. Therefore, there is a need to understand the nature of coaching.

  • Coaching is a powerful dialogue between a coach and a coachee within a productive, result-oriented context*
  • Coaching is all about change and transformation that a coachee aspires, which emanates from asking right questions than providing right answers*
  • Coaching is about reinventing oneself - creating new stories, new identities and new futures*
  • Coaching is person-centric, temporal, and set in an organizational context. It draws its resources and skills from various consulting / counseling intervention models
  • Coaching is specific, need based, time bound and measurable.
  • Coaching facilitates the exploration of needs, motivations, aspirations, skills and thought processes to assist the individual in making tangible behavioral changes that would enhance leadership skills and competencies together with holistic self-improvement.
  • Coaching focuses on present challenges and future opportunities by leveraging on strengths and empowers the coachees to achieve goals.
  • Coaching allows for continuous learning, offering support, encouragement and feedback.
  • Coaching aims at addressing real workplace challenges and can either be treated as a short-term intervention or a long-term developmental process.
  • Coaching concentrates on the present context of an individual's work life and personal affect and drives towards competence building in both the areas.
  • Coaching is usually confidential, allowing people to freely discuss delicate issues; to shed defenses; to explore blind spots and shortcomings.
  • Coaching is individually tailored to the person and the current issue or problem as opposed to the "one-size-fits-all" menu.