The Essentials Of Executive Coaching

A CEO has to play varied roles to make his/her organization maintain steady growth. The important thing to know is which role demands what skills and how to practice them to achieve the desired results. In this article, we will be discussing the role the CEO has to play in coaching his team.

You may ask, what exactly is coaching? Coaching is “an alliance designed to promote life-long learning and help people to become more effective and feel more fulfilled,” believes speaker Agnes Mura.

Simply put, it essentially refers to the mentoring, guidance, support and training provided by the CEO to further develop and upgrade the skills of his team members. These skills need not necessarily refer to technical expertise. When we talk about a developmental process, we talk about the encouragement, assistance and opportunity the CEO must give his team members in order to help them develop their awareness levels, their sense of responsibility, their keenness to try out new areas of learning, production and service, their determination and resilience to achieve goals and their abilities to work cohesively with the rest of the team.

Coaching brings about some fairly apparent and substantial qualitative benefits. For instance, the CEO can control attrition and improve retention. He can expect higher levels of honesty, productivity and goal achievement from the members.

Coaching reduces intra-company politics and employee conflict as it allows members to discuss and resolve issues and get the satisfaction of having received value added training. Very importantly, coaching helps the CEO in succession planning, as this is a great opportunity for spotting the real talent and separating the grain from the chaff.

Coaching also ensures great benefits for individual employees. Each employee experiences varied types of benefits, that fetch both qualitative and quantitative results. For instance, coaching helps employees overcome personal bottlenecks that may be limiting their potential and restricting their performance. Coaching also helps them rise to the next level of performance and discover their optimal potential.

Perhaps one of the most significant benefits of coaching lies in helping employees understand their jobs better, realize their responsibilities more closely and approach their targets with increased determination and clarity. As experts say, coaching “creates enormous gains in emotional intelligence and effectiveness in people’s entire interpersonal domain”.

For the organization, coaching brings multiple benefits. It helps companies discover, solve and nip problems in the bud and thus minimize the risk of problems snowballing into disasters. There is also a perceptible rise in the level of trust and motivation as employees become comfortable with speaking the truth rather than hiding facts. With employees overcoming personal bottlenecks and barriers to performance, the performance levels rise, leading to increased productivity. Alongside, the performance of the management team also improves.

There are three essential fundamental conditions which must exist before any organization can realize the actual benefits of coaching.

Firstly, coaching is not a panacea for all ills, neither is it a deficit tool. It is a developmental process that must be introduced as a measure for upgrading skill sets, productivity and emotional intelligence.

Secondly, every executive coaching session and situation must respect confidentiality. And thirdly, coaching must be voluntary and not forced or imposed.

Just as CEOs need to encourage executive coaching to improve organizational performance, they also need effective and practical CEO coaching sessions to equip themselves better to meet the challenges of managing their respective organizations.

The best way in which CEOs can get some insightful coaching is by meeting with other CEOs and top managers to discuss their problems and receive straightforward, proven solutions and advice. It is next to impossible for CEOs to receive absolute honest and objective suggestions from their own employees. Being part of a good CEO Association or CEO Conference is a great way of meeting with other CEOs and discussing issues that may be plaguing your company.

CEO Coaching is just as important as corporate executive coaching for employees. But it can be an expensive proposition to hire professional executive coaching experts. A more affordable way is to get the same inputs and advice from other CEOs who have actually been there and done that. Look for a reliable and experienced CEO Association or CEO Conference in your area and the experience you gather from CEO coaching will help you encourage and conduct coaching for your employees.

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