What is Executive Coaching?

The reasons for employing a business coach, executive coach, or executive mentor are many. They all however relate to performance in some way.

People can find themselves stuck, unsure, needing support, sounding board, decision-making help or similar. Perhaps deciding it’s time to self-evaluate.

[caption id="attachment_60" align="alignright" width="300"] What is executive and business coaching?[/caption]

Coaches have difference roles and are matched to clients and organisations in fact.  Self awareness, taking responsibility and taking well conceived actions are key. Also prioritising and engaging and motivating peolpe. And guess what. They don’t teach these skills at schools, universities or business schools in the main.

It’s ironic people often don’t get it. They won’t even equate international athletes as high performers and think they have coaches, of course they do.

 

A high performance athlete without a coach – ridiculous!

Paying an exec or c-suite hundreds of thousands to perform but not giving them the building blocks to human perfomance? Also ridiculous.

In the rarified atmosphere of senior leadership – c-suites need sounding boards, to understand what is success for them and what GOOD emotional managment and performance looks like.

Enter emotional intelligence. It’s a fad. It’s a name. It’s marketing.

I’ve heard it all and mainly from fools to be honest. Sorry if that sounds harsh but really – at this stage of the game – 2017 and senior leadership has to convince people that emotional intelligence is important. That’s ridiculous. It’s as vital as clean air or clean water. Mind you we’re having trouble securing a future with those things. Jus listen to Donald Trump. There’s a beutiful example of a reasonably HIGH EQ man and yet hugely deficient in some key EQ areas. It’s the balance.

The issue is few senior executives have high EQ. EQ by the way is emotional quotient. This measures EI and gives it a number so people can see what needs work.It’s used as a powerful driver for insightful executive coaching for c-suites in the UK.

Intelligence agencies have been recognising EQ skillsfor some time as vital for their operatives.  And once you get into it you see there’s way more than most peopel realise.

Paul Ekman pioneered facial reading of emotions for over 40 years. Thats just one facet of EQ building.

Philip Gimmack built a whole new EQ model around just one aras of E – social and relationship skills. He reckons there’s 18 sub-aspects to social EQ skills. And if you take the 12 – 16 or so overall EQ skills most EQ models / assessments use that’s over 30 key elements for EQ not taking into account the detailed Personal and Resilience sub-aspects he says exist. I hear good things about London and executive coaching .

Not surprising really as emotions underpin every facet of human interaction. It’s big. Really big as Trump might say.

When employing people, promoting them, building strong teams guess what skills are most important. But don’t just beelive the hype – look at the evidence and case studies – US Air Force for one on recruitment performance of para rescue jumpers.

L’Oreal upped their sales performance using EQ skills. Centre for Creative Leadership cases study support higher performance too and may more.

Coaches as the new age prophets – soathesayers. They aer like consultants only you don’t pay them to tell you what you’ve just told them. They bring out ideas, motivation, awareness, and model success with proven behavioural and practical skills.

CEO’s , CIO’s improve the work they know so says the 7 dwarfs of industry.

And the things that bring big leaders down?  Bad hevaviours, impulsive or siloed decisions. Ever heard one say – I failed because of my coach – no? But ever heard of one that failed who was using a coach at the time?

[caption id="attachment_71" align="alignleft" width="410"] what is executive coaching? It’s great.[/caption]

 

 

 

 

 

It’s thumbs up from presidents, general counsels and human resources areas that want to thrive.Sometimes even partners. But to be frank Lawyers and accountants are not the most open to coaching. They know best. It’s worked ok for years this way right? We like high turnover – fresh blood. Coaching isn’t for everyone.

Context building is key – that’s what makes relationships understandable and builds them. Mirroring and championing success. Being the best self. Strengths building – workaround masters.

Goal setting, communiction skills and much more. But hey don’t take my word for it. give it a try.

More about EQ Tests in the UK and worldwide click here. The power behind coaching leadership skills for impact and influence.

C-Suite coach – executive coaching at its best

No more are days of colleges and schools pumping out individuals who have qualifications in business, senior management, accounting, and other fields.

The best c-suite executive coach is here. And they didn’t learn their stuff at Uni.

At last there’s a new skills boss in town. What? By working with executive  coaches who use professional tools and support.

Check out your coach: Ask good questions. C-Suites need great coaches.

1. Recognised? Good feedback from others. speak to them – you have to have good rapport with them – they’ll be your confidant for a while. You get a feel for what’s good- who you like – what works. Suck it and see.

Do they write? Have they contributed to the field they work in?

If so look at their research. Normally a 20 minute conversation gets you there. C0suite leaders know what they’re looking for. But here’s a list anyway.

  1. What’s their priorities?
  2. How do they like to work?
  3. Can they provide references?
  4. What test – psychometrics do they use?
  5. What doesnt work for them?
  6. What does good look like?
  7. Will you support my goals and how?
  8. Tell them some key areas / issues you have and ask them that they propose?
  9. Ask them about advice and taking responsibility.That’s get you started.

Does your executive coach need to be a specialist in any area? Really do they? C-Suites need to try them.  These are best learnt skills. One session at a time. Rare that they are in an operation way. As this is usually secondary – unless its a business coach you want – for advice – and the I’ve been there , done it type of support.

But that’s not executive coaching in the norm. Senior Execs – leaders do this more. It’s vital for them.

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LeadershipSkills you might want to look for as c-suites managers- ceo’s CIO’s, CFO’s :

These skills make a difference.

Great listener. That means patience enough to pay attention to  you. They need to be optimistic and postiive and in the words of george michael – listen without prejudice.

Do they bring out rather than give options? Letting you come to it can take longer but often means it’ll stick more.

Collaboration is key. Trust and knowing limits and how thinn work best. Explore and trial. And let’s remember senior leaders are generally pretty savvy. They are quick and can take their mark fast. Just be careful they don’t judge too quickly.

Perhaps take a training programme. Goal setting skills. Resilience skills are key. Or coaching skills learnt can help manage people.

Work with local UK executive coaches or worldwide

Think executive coaching might help you? But not tried yet. What’s in the way? Read our article on finding a great one. Local UK coaches are many. London holds the key to success coaches for executives.

You don’t have to be a genius to get one or make best use of one.

How do you know it’ll work. Try it. Even two session should show you tings and development in that time. What does success mean to you? If you’re not sure – isn’t it time you found out? Success with executive coaching is not assured BUT it’s definitely better than without. And you don’t even have to wait 20 years to see if it works out. You’ll see it and feel it and so will others. Your colleagues and bosses. Ask them what are the changes they’d like to see with you. This is a great start if you’ve the kohonas to ask. They’ll like that you did and love it if you actually started addressing these issues. If you can’t take your success seriously how can you expect others to? But of course it doesn’t mean you’re taking yourself too seriously.

 

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Time 100 companies and c-suites to the reviewed what they took on coaches for: This is what they found across the UK and centred around London coaches.

High performance – 53%
Quality of leadership – 48%
Support – 39%
Group strength – 67%
Finishing things satisfaction – 61%
Inter personal relationships – 77%

Find an executive coach with quality services and training proving themselves and getting the ROI to compare. A personal one-2-one service tailored around you and what you need. Nothing else comes close.

Excellent and great exec coaches use NLP, EQ, PSYCHOMETRICS,  Success theory, cognitive behaviour practice and more. Last century coaches use advice and personality tests. The latter aren’t development tools just awareness ones so why use them? you can’t change personality. So stick to what can be changed and what mostly affects success and fulfilment – EQ Tests. Awareness, management, impulse control, independence, self-regard. Just a few components to test.

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it’s a winning formula for c-suite executives and senior leaders.

Do business coaches or executive coaches give guarantees – or all bets are off. Winning, Get to Yes.

Coaches identify where you are now and where you wish to be. This benchmarking quantifies targets and progress. It’s about Goals and tools like SMARTER – knowing what you want from life and work.

Executive coaching is best used where it has greatest effect – senior leaders can manage thousands of people, influence cultures and society and affect products and services that are meant to serve society. Any wonder the more senior the role the more coaching and in particular emotional intelligence executive coaching tailoring eq skills works better at senior levels. From BBC ,London Times, to US State Department, US AIR FORCE, Accenture, KPMG , CAP GEMINI.