What is Executive Coaching?

The fastest-growing consulting field in many countries is Executive Coaching.  In a coaching assignment, an external consultant, called a Coach, is hired by a firm to work with a particular employee, on a particular issue, for a fixed length of time (of course, assignments often lead to additional assignments).

The coach works with the employee to improve certain behaviors, to develop particular skills or to assist with the analysis of managerial problems.  The coach does not solve the problems; she helps the employee to find his own solutions, and advises on their implementation.

All conversations between the client and the coach are held in strict confidence by the coach.

Who Hires an Executive Coach?

Normally, the coach is hired by the employer, to work with one or more employees.  These employees are typically from the highest level of the client organization.  The employee may be suffering from a problem which is affecting his performance, or may simply be needing advice on certain behavioral or managerial situations.  Times of rapid change and uncertainty tend to make the hiring of a coach more important, as do new organizational imperatives.

What Does a Coaching Assignment Look Like?

A coaching assignment begins with a statement of the current situation and a description of a desired future situation.  The coach, employee and employer all agree on the desired outcome of the coaching process.  These are written down and signed by all parties.  The agreement also states what is outside the coaching relationship -- we do not, for example, offer psychological counseling.

The employee, not the coach, is responsible for any changes in behaviour or skills.  A wise coach does not teach, but helps the employee to ask himself the right questions.  Most executives, after all, are intelligent people who occasionally need help in forming the questions -- they can find the answers themselves.  The coach can also share her own experiences and ideas, but these are secondary to the process of the employee questioning himself.

What Else Is Involved?

Often, coaching assignments start after some form of assessment has been carried out.  This might be an internal 360-degree assessment, a visit to an assessment center or some other form of feedback.  If we are contracted for this part, we use the Leadership Effectiveness Analysis from the Management Research Group  (www.mrg.com).

Some times, employees choose to have their immediate supervisor involved in the process.  The supervisor is asked to monitor the employee's use of new behaviours and skills and support the employee's efforts to change.