Who needs Executive Coaching?
Tiger Woods, Google CEO, Microsoft’s young potential leaders and President Barack Obama have a coach. So, if high achievers, elite athletes and top companies believe they need a coach why shouldn’t you?
What was stigma “You’re struggling so much you need a coach!?” has become a status and success symbol “You’re so valuable you’re getting a coach!?”
Coaching for Executives is essentially for CEOs, Heads of key business units, senior managers, politicians, individuals who are critical in the successful running of an organisation, now or in the future. Without that individual, inherent risks would increase, the organisation’s reputation and success would likely be affected.
Politicians and senior managers would benefit from personal Executive coaching to expand their human potential and development.
When should a CEO get Executive Coaching?
Often, during a crisis situation which can be personal or work related. Personal difficulties may affect the CEO’s own resilience at work and impact adversely on their leadership but equally, failing to take the organisation through, say, a behavioural change may affect the CEO’s personal life.
So, you know you need executing coaching when an Executive is struggling to learn how to best manage themselves and engage others.
I have worked and advised CEOs and senior politicians for over 16 years and experience tells that whether the crisis is in the public or private sector, the Executive faces the same challenges: pressure and scrutiny from shareholders and the Board on the one hand, pressure and scrutiny from ministers and the Board on the other hand!
If the CEO or Exec Team cannot resolve the difficulties they face then this will almost certainly attract the unwanted attention from the media, increasing public scrutiny and the danger zone.
Situations that would require Executive Coaching
- The CEO and the Chair of the Board cannot work together
- The Finance or IT guru is wrecking teams with their resistance to all ideas but theirs
- The CEO has decided goals to make him/ her look good, few directors believe they are realistic and yet, they are the ones who will have to achieve them
- The CEO seeks permission from the Board rather than telling them what he/ she wants to do
- The CEO has a fixed mindset.
Of all the potential risks that a company can face, having a CEO with a fixed mindset is the most damaging.
People with a fixed mindset believe in their natural talent and abilities so much that they cannot envisage they can make mistakes. They will do anything it takes to protect their self-proclaimed status of being the best leader, being a great visionary etc. and they will shy away from any challenge that could jeopardise that status.
Individuals with a fixed mindset see a setback, no matter how small, as a personal failure and they will quickly blame others. Worse even, CEOs with a fixed mindset will sooner or later turn the organisation into a place where managers themselves will be forced into adopting a fixed mindset: fear of getting the CEO’s disapproval or contradicting him/ her lead to a lack of creativity, risk taking or fear to venture new ideas.
By opposition, my work with the CEO consists of introducing a growth mindset culture to their life and by extension to their organisation.
For an Executive, developing a growth mindset means fostering personal growth, promoting openness, welcoming and valuing change and new ideas regardless of their source, nurturing employees, opening dialogue, seeking feedback from managers and the workforce.
What is required from an Executive?
The Executive has to want to change, that, is the person, has to want to change. They must have a willingness to build a self-awareness and be motivated. The brightest and most able CEO will waste their time and the coach’s if they are unmotivated and unwilling to change. Similarly, if the CEO had been pressured into coaching by the Board there will be a challenge to tackle.
The Executive would typically commit to six-to-12-month engagement involving fortnightly meetings, regular phone calls and e-mail check-ins.
What are the benefits of coaching for Executives (using growth mindset)?
- Shifting a mindset from “succeed, succeed, succeed” to “learn, improve, get better and better”. Success and winning become almost a by-product of a better self-awareness
- Organisations that grow, that is, going from good to great
- Learn from setbacks to improve: look directly at mistakes, use feedback to improve strategies
- Recognise effort, talk and listen to the workforce to work together to solve problems and learn from them
- Employees are proud to say they work in your company/ organisation.
Executive Coaching fees
Fees are charged per hour. Please contact me for more details.
*Term coined by Carol Dweck Ph.D.