Dear Visitor,Hints from the Gatekeepers of Executive Coaching Initiatives. What qualifications do you look for in executive coaches to work on your development initiatives? If a philosophy match with your organization isn’t uppermost on your check list, you could be in for a surprise. NOT ALL EXECUTIVE COACHES ARE CREATED EQUAL. Matching your coach’s philosophy to that of your organization’s is an important key to success.
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| Acceleration-Oriented Coaches |
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| Acceleration-oriented coaches advocate for all around improvement in the executive client’s domain: in key business indicators, in effective communication and in team performance. These coaches focus on their clients’ strengths. They often encourage the client to take radical actions and are unafraid to challenge the business plan and strategies. They also provide support and constructive criticism.
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| Remediation Coaches |
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| Remediation coaches advocate for an individual client’s improved functioning. As such, the remediation coach serves as a set of bumpers for the client. Her intervention is therapeutic in nature, intending to remove blocks, correct behaviors, and instill new attitudes.If remediation coaches abound in an organization, the best and the brightest will shy away from all coaching. Here’s a perfect example: in a global management- consulting firm we know, partner level executives do not engage executive coaches. Partners were concerned about being perceived as troubled or as performing below grade if they engaged a coach of their own with their development dollars.
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| Future Platforms for Discussion |
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| We are committed to providing our clients with sharp insight and expertise in the area of executive development. The following is a list of topics we plan to address in future issues of our E-newsletter: To Mandate or Not to Mandate; Improve Your Bench Strength with Executive Coaches; Proactive, Just-in- Time, or After-the-Fact?, and Diversifying Your Executive Ranks and Coaching Team.
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| Your Comments |
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| Now’s your chance to share your ideas with us. It’s your ideas that challenge us to provide our best level of service to our clients. Do you strongly agree or disagree with the ideas we’ve presented? Let us know. Do you have an opinion about the industry that you want to share with colleagues? Let us know. We’ll even give you a byline in our next issue, with your permission of course.All comments, suggestions and articles should be sent to [email protected]. We publish selected submissions along with the author’s return e-mail address for you to communicate with your counterparts. |
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| Feedback from the Field |
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| Since early this year, we’ve exchanged views on executive coaching decisions with people like you: heads of leadership, management and executive development programs for major corporations. Their experiences, concerns, practices and questions prompted us to offer this e-letter and share key insights.One thing we found across the board, was the best way to ensure success of a client’s small scale or widespread executive coaching initiative. Pairing a coach’s philosophy with your Company’s philosophy is key. |
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