Executive coaching and consulting provide many benefits to the business sector, including both internal and external clients of a company. Executive coaches can help with individual benefits and company-wide benefits, such as new product development or improving performance throughout an organization by working with key executives within a specific group.
A comprehensive assessment is an important first step for any executive coaching engagement. It ensures that the coach and client are starting on the right foot with a common understanding of what is needed to produce results in an effective way for both parties. This assessment is usually done when there is not much time to spare, such as in crises, or when resources are scarce, such as in organizational change activities. In either case, the coach needs to be prepared to quickly diagnose the situation and recommend appropriate interventions.
One of the most common fears of executives is that coaching will expose their inadequacies. The idea is that only smart people who know how to get things done need coaching. However, executive coaching benefits for internal clients of an organization can be seen by decreasing turnover, increasing motivation, and job satisfaction. In addition, a coach brings expertise about work habits and skills needed for growth in one’s career and an outside perspective that can offer constructive feedback to the organization.
As organizations take on more leadership development and talent management initiatives, coaching is becoming a core capability. Many executives initially feel anxious about not having enough time in their schedules for a coach, but research has shown numerous benefits to coaching effectiveness. In fact, executive coaching benefits for both internal and external clients will increase when time together is productive and efficient.
Coaching begins with the relationship between the coach and client, and that relationship grows stronger over time. However, it takes a while to gain rapport, so coaches should begin with an assessment period of about three months. They get to know their clients on a professional level to ascertain the optimum means of communication.
This is not always possible when coaching is done by telephone or regularly, so be cautious about accepting this executive coaching commitment. Although they are co-located for some coaching sessions, there are still limitations regarding time spent together and how quickly rapport can be established.
With an emphasis on results, the executive coach shares responsibility for coaching with the client. The coach must also be willing to admit when he or she is wrong and develop a willingness to change as a result. An added benefit of executive coaching is that it may open doors for additional opportunities in one’s career through improved networking.
Executive coaching and consulting benefits for external clients are also evident when an experienced coach provides objective feedback, facilitates brainstorming sessions, and holds individuals accountable for their actions.
