The reasons for employing an executive coach, or executive mentor are many. They all however relate to performance in some way.
What is executive coaching? It’s when one person supporst and faciliates another towards their goals, fulfilment, greater awareness, more positive ways of being and behaviours.
People can find themselves stuck, unsure, needing support, sounding board, decision-making help or similar. Perhaps deciding it’s time to self-evaluate.
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 people. 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 executive or c-suite executive hundreds of thousands to perform but not giving them the building blocks to human performance? Also ridiculous.
In the rarefied atmosphere of senior leadership – c-suites need sounding boards, to understand what is success for them and what GOOD emotional management 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. Just listen to Donald Trump. There’s a beautiful example of a reasonably HIGH EQ man and yet hugely deficient in some key EQ areas. It’s the balance that matters for success and fulfilment in leading and managin people.
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 skills for some time as vital for their operatives. And once you get into it you see there’s way more than most peoplerealise.
Paul Ekman pioneered facial reading of emotions for over 40 years. That’s just one facet of EQ building.
Gimmack built a whole new EQ model around just one area of EQ – social and relationship skills – the inter-personal side. 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 tests and models / assessments use that’s over 30 key elements for EQ not taking into account the detailed Personal and Resilience sub-aspects he says also exist. I hear good things about expert executive coaching the UK if that’s your area of work .
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 beleive 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 – soothesayers. They are 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 behaviours, 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?
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, communication 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 go to www.artofempathy.co.uk. The power behind coaching leadership skills for impact and influence.