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EXECUTIVE COACHING

Executive coaching is an outgrowth of executive development programs, and the term was first used in 1985 to describe leadership development courses.

Although executive coaching has been gaining widespread acceptance on the part of consulting firms since the early 1990's, it is only during the latter part of the decade that it flourished, with businesses and organizations hiring professional coaches in unprecedented numbers.

There are several reasons for the growing recognition of the need for executive coaching. These include:
  • An increase in executive stress and executive derailment
  • Corporate leaders today require more complex people skills
  • Executives today are subject to better and more frequent assessments of their personal skills
  • Many executives still employ a command-and-control style of management with a resulting lack of loyalty and commitment by those on their team.
  • Up to 60 percent of managers assume managerial positions without any training in how to manage people
  • Training alone has proved inadequate in providing executives with the skills they need. A study in the private sector found that training alone increased productivity by 22.4 percent, whereas training and follow-up coaching increased productivity by 88 percent.
Coaching For Skills:
  • Leadership
  • Planning successful presentations
  • Leading a successful meeting
  • Negotiations
  • Communication
  • Delegating
  • Organization
  • Time management
Coaching For Performance:
  • Clarifying a vision
  • Setting specific goals
  • Making detailed plans
  • Taking proper action
Coaching For Development:
  • Review of the executive purpose, value and vision
  • Strengths and weaknesses, particularly in relation to dealing with change and the unknown
Coaching For The Executive Agenda:
  • Working on any personal and/or business issue
  • Balancing work and family life
  • Leading organizational change
  • Developing strategic planning and long-term vision
Coaching Executives In a New Position
  • Working through the pitfalls and challenges of a new position
  • Promotion or lack of promotion
  • Dealing with layoffs and downsizing
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