Why Executives Need Coaching
  • Competition and change. Strategies and tactics that worked in the past are obsolete. Leaders must develop new skills, build on their strengths and strive to realize their full potential. Companies make smart investments in developing leadership skills of executives - skills that are critical to the organization's future success.
  • Demand for quick results. ECC accelerates the growth of high-potential executives and provides a sounding-board relationship for leaders who deal with difficult issues. Executives in new positions are expected to make an immediate impact and achieve positive results. They must quickly focus on the tactics and behaviors that drive effectiveness.
  • Over-reliance on the familiar. Most executives tend to do what has worked in the past. Feedback that does not fit the executive's self-concept is often rationalized, minimized, intellectualized and discounted. When feedback is filtered and distorted, there is little motivation to change or examine behaviors. The higher executives move in the organization, the more out-of-touch they can become with their own shortcomings due to the lack of real feedback.
  • Potential "blind spots." For top executives to change their behavior, they must be aware of how they currently perform. They need an accurate view of their behavior and its impact. Most are rarely, if ever, given candid feedback about their own leadership issues until it's too late for them to correct the problem and salvage their jobs.
Primary issues creating a need for Executive coaching:
  • A need to improve interpersonal skills.
  • Assumption of new responsibilities or roles.
  • Need to smooth rough edges for succession purposes.
  • Unclear future career goals.
  • High potential executives with a need to develop leadership skills for the future.
  • A good performance history that has taken a temporary slide.
  • A good performance history with other issues impeding advancement.