Executive Coaching
Integrity Management
Executive/Business Coaching
As a leader, you have either created change, or proactively adapted to change happening around you. In today's fast-paced business world, it's important to recognize you don't have to go it alone. More executives are turning to coaches for help. Working with a range of clients, from the highest-ranking corporate leaders to owners of small and medium-sized companies, they bring stability and focus to an ever-changing work environment. Here are some pointers that will help you understand the coach/client relationship.
First of all, let's look at the definition of an Executive Coach. An executive coach plays four roles. First, a coach is a professional development expert in a specific discipline, such as leadership development, performance management or emotional intelligence, who provides guidance and insight. Second, a coach is a partner who challenges your thinking as a leader. Third, a coach is a confidant and trusted advisor, and fourth, a coach is an objective outside resource.
A coach will guide you through the thought processes needed to help you understand what changes must be made to succeed in your leadership role. This process helps you outline steps toward positive change. Their role may be part investigative reporter and part sounding board to help you make the right business decisions. The training is in place to ask thought-provoking questions and provide valuable feedback to your plan. Because there is no company allegiance, progress can be achieved more quickly.
As a leader, you have either created change, or proactively adapted to change happening around you. In today's fast-paced business world, it's important to recognize you don't have to go it alone. More executives are turning to coaches for help. Working with a range of clients, from the highest-ranking corporate leaders to owners of small and medium-sized companies, they bring stability and focus to an ever-changing work environment. Here are some pointers that will help you understand the coach/client relationship.
First of all, let's look at the definition of an Executive Coach. An executive coach plays four roles. First, a coach is a professional development expert in a specific discipline, such as leadership development, performance management or emotional intelligence, who provides guidance and insight. Second, a coach is a partner who challenges your thinking as a leader. Third, a coach is a confidant and trusted advisor, and fourth, a coach is an objective outside resource.
A coach will guide you through the thought processes needed to help you understand what changes must be made to succeed in your leadership role. This process helps you outline steps toward positive change. Their role may be part investigative reporter and part sounding board to help you make the right business decisions. The training is in place to ask thought-provoking questions and provide valuable feedback to your plan. Because there is no company allegiance, progress can be achieved more quickly.
The Benefits to Executive Coaching
Coach training impacts not only the person being trained, but also the employees in the company receiving coaching from that individual.
While no study has measured the true impact of internal coaching, the impact of external executive coaching does provide some directional evidence.
For example, Manchester Inc., a human capital consulting firm, released the results of a 2004 US nationwide study of 300 companies and 100 executives. The results quantify the business impact of external executive coaching.
Companies that provided coaching to their executives realized improvements in productivity, quality, organizational strength, customer service, and shareholder value. They received fewer customer complaints, and were more likely to retain executives who had been coached.
In addition, a company's investment in providing coaching to its executives realized an average return on investment (ROI) of almost six times the cost of the coaching.
Benefits to organizations:
- Productivity (reported by 53% of executives)
- Quality (48%)
- Organizational strength (48%)
- Customer service (39%)
- Reducing customer complaints (34%)
- Retaining executives who received coaching (32%)
- Cost reductions (23%)
- Bottom-line profitability (22%)
Benefits to executives:
- Working relationships with direct reports (reported by 77% of executives)
- Working relationships with immediate supervisors (71%)
- Teamwork (67%)
- Working relationships with peers (63%)
- Job satisfaction (61%)
- Conflict reduction (52%)
- Organizational commitment (44%)
- Working relationships with clients (37%)
Coach training impacts not only the person being trained, but also the employees in the company receiving coaching from that individual.
While no study has measured the true impact of internal coaching, the impact of external executive coaching does provide some directional evidence.
For example, Manchester Inc., a human capital consulting firm, released the results of a 2004 US nationwide study of 300 companies and 100 executives. The results quantify the business impact of external executive coaching.
Companies that provided coaching to their executives realized improvements in productivity, quality, organizational strength, customer service, and shareholder value. They received fewer customer complaints, and were more likely to retain executives who had been coached.
In addition, a company's investment in providing coaching to its executives realized an average return on investment (ROI) of almost six times the cost of the coaching.
Benefits to organizations:
- Productivity (reported by 53% of executives)
- Quality (48%)
- Organizational strength (48%)
- Customer service (39%)
- Reducing customer complaints (34%)
- Retaining executives who received coaching (32%)
- Cost reductions (23%)
- Bottom-line profitability (22%)
Benefits to executives:
- Working relationships with direct reports (reported by 77% of executives)
- Working relationships with immediate supervisors (71%)
- Teamwork (67%)
- Working relationships with peers (63%)
- Job satisfaction (61%)
- Conflict reduction (52%)
- Organizational commitment (44%)
- Working relationships with clients (37%)