Executive Leadership Coaching

Dear Debbie,
What is an executive coach? How do I know if one would be beneficial for me and my career?
Executive coaching is a formal engagement in which a qualified coach works with an organizational leader in a series of dynamic, confidential sessions designed to establish and achieve clear goals that will result in improved managerial performance. The relationship between a manager and a coach is different from other types of professional relationships. For example, a coaching relationship focuses on enhancing performance while a mentoring relationship usually has broader objectives. An executive coach is much more involved in execution and outcome assessment than the typical consultant might be. A coach is not an authority figure, but is someone who is engaged with their client on all levels to provide assessment, challenge, and support.
Above all, a coach is someone who is there for the professional client for collaboration and to offer the type of counsel and support that the executive may not otherwise receive. A great coach will work with clients to assess individual circumstances, strengths, weaknesses, and developmental opportunities.
In some circles, having a coach is something to brag about. In other situations, a coach may be brought in as a reaction to a certain set of circumstances that indicate a performance deficit. In today’s business climate, coaches are seeing an increased demand across the board at the ‘c suite’ level. An executive coach is a perk to which some top executives feel entitled and that some leaders negotiate as part of their total compensation and benefits package. Some companies provide coaching initiatives for new, transferring and high-potential employees, while other individuals seek out coaches and pay for them on their own. In my practice, I see a variety of circumstances that prompt individuals and organizations to engage me in the role of advisor and coach.
If you are considering an executive coach, keep in mind that your perception of coaching greatly affects your readiness to benefit from having a coach. If you have a positive perception of coaching and think that it could help you, you’ve taken the first step toward realizing its benefits. You should assess your own readiness for what will be a serious commitment and an occasionally uncomfortable experience. There are coaching readiness questionnaires that I use with my clients to help them fully understand and assess where they are before the coaching process starts.
When you work with a coach, you can expect to change your skills and your behaviors and develop better leadership abilities. Resistance to any kind of personal change is normal, realistic, and to be expected. It’s not a light decision to engage an executive coach. Only you can accurately assess your thoughts, feelings, and needs. A great coach will use some very sophisticated behavioral and competency based assessment instruments that will enable you to clearly understand where you are starting and what you will need to work on.
Executive coaches have become much more common than they were even five years ago. If you decide that you’re ready to benefit from coaching, take time to find a well-qualified coach with whom you can relate on a personal level. Selecting the right coach has a dramatic impact on successful results. Engaging a well-qualified coach that is a good fit for you will positively affect your individual growth and your future career path. Good luck!