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.