Today, I’m going back to the Basics of Coaching, for those of you that are considering getting a coach or just curious on how it works. Whichever the approach, Coaching offers unique and distinctive competencies. It provides a safe sounding board.
It starts by setting and connecting to goals, focusing on action, and inquiries while reflecting critically and exploring mental models. Executive Coaching inspires leaders in general to practice coaching in their day-to-day professional lives.
Coaching in the form of executive personal development has grown tremendously in popularity in recent years. With this growth comes a range of models and theories, each promising to be the most effective.
The International Coach Federation (ICF) projected the global coaching industry to reach a staggering $20 billion by 2022, making it the world’s second-fastest-growing sector according to a PwC report. (General Coaching Industry Statistics). While the ICF reports 51,723 credentialed coaches in 143 countries as of April 2024, (Professional Coaches Membership and Credentialing Fact Sheet) numerous other coaching organizations, associations, and training institutes exist worldwide. Collectively, these organizations likely hold tens of thousands of additional coaches in their memberships, suggesting a global total exceeding 90,000 coaches.
This growth can be attributed to many recent global changes, such as, the pandemic era “increased sense of isolation and anxiety”, flatter organizations, less job security, more mergers, downsizes, and outsourcing. In a much faster-changing world, executives are under significant pressure to modify their skills and responsibilities every few years. We could also mention that learning and development have changed, and leaders have taken many roles within the organizations. Therefore, help to manage business complexity, and accelerate their leadership development becomes evident.
Setting up the background
The word ‘coaching’ derives from the small Hungarian town of Kocs, where horse-drawn four-wheeled carriages were built. Coach was originally used as the name of the driver (and the wagon), eventually becoming a symbol for transporting people from one place to another – ideally a better place.
Richard R. Kilburg defines Executive Coaching as “a helping relationship formed between a client who has managerial authority and responsibility in an organization and a consultant who uses a wide variety of behavioral techniques and methods to help the client achieve a mutually identified set of goals to improve his or her professional performance and personal satisfaction and, consequently, to improve the effectiveness of the client’s organization within a formally defined coaching agreement” (Kilburg, 2007).
Coaching can enhance leaders’ awareness and understanding of their behaviors, strengths, and weaknesses. Through this journey of discovery, learning, and change, we as Coaches can support them during a transition of change.
Why you might need an Executive Coach?
There could be many reasons to get a coach. I’ll try to mention just some.
- Professional and Personal Development
- To enhance your leadership skills, improve your performance, and achieve your career goals
- Develop self-awareness, emotional intelligence, and resilience, essentials for personal growth
- Leadership Development
- To develop your leadership skills, such as communication, decision-making, and conflict resolution, to become a more effective leader
- Objective Perspective
- Coaches provide an unbiased viewpoint, offering feedback and insights that your organization may not recognize from within
- Accountability
- Increase the responsibility for your actions and commitments, ensuring you stay focused on your goals and follow through on your plans
- Problem-Solving
- Overcome challenges, identifying obstacles, and developing strategies to navigate complex situations more effectively
- Confidentiality or Ethical Issues
- Work in a safe and confidential space to discuss sensitive issues, allowing yourself to explore concerns openly and honestly
- Strategic Planning
- Coaches can assist you in setting clear objectives, creating action plans, and prioritizing tasks to achieve your desired outcomes efficiently
- Work-Life Balance
- Need to manage stress and improve overall well-being by integrating personal and professional responsibilities effectively
- Career Transition
- Moving on to a new role or navigating career changes, receive accompaniment to ensure a smooth transition and successful adaptation
And of course, my niche:
- Intercultural Executive Coaching
- You can learn more about this in my very first blog: 3 Approaches to Coaching the New Global Leaders of Today
The power of coaching also comes from the combination of these possibilities into one system and one coach. Whatever your reasons, with coaching – no need to be on your own when facing your professional challenges on your own. Get a coach!
Coaching Approaches
There are many approaches to Coaching which mostly include aspects of “relationship building, assessment, intervention, follow-up, and evaluation”. Coaching has been influenced by the fields of psychology, behaviorism, psychoanalysis, existentialism, new age philosophy, personal development, emotional intelligence, learning theory, cognitive fields, and sports.
Most of the differences in EC can be traced to their theoretical origins i.e. behavioral, psychodynamic, relational, developmental, system, or existential models, and give the coach many tools to reach the desired result for the client.
Coaching approaches have evolved from traditional directive methods to more client-centered and transformative approaches. Initially rooted in sports coaching, modern coaching incorporates diverse modalities such as cognitive-behavioral techniques, positive psychology, mindfulness, and systems thinking. There’s also a growing emphasis on diversity, equity, and inclusion in coaching, meeting the diverse needs of individuals and organizations.
Thus, the specialization and focus on executive coaching as an approach to enhance leadership effectiveness and drive organizational performance have become increasingly prominent.
What Coaching is not about
- Therapy
- While therapy delves into past traumas or mental health issues, coaches focus on the present and future, helping clients set and achieve goals
- Consulting
- While consultants provide expert advice and solutions to specific problems.
- Mentoring
- Mentors offer guidance and advice based on their own experiences and expertise, often in a specific industry or field
- Coaches facilitate self-discovery and growth without imposing their own solutions
- Training (or teaching specific skills or techniques)
- Coaching is about helping clients unlock their potential, gain clarity, and take action towards their goals
- Quick Fixes
- It’s not an instant magic solution for success; it requires commitment, effort, and willingness to explore while changing habits and behaviors over time
- A One-Size-Fits-All Approach
- Coaches tailor their work to each client’s needs, goals, and circumstances, rather than applying a standardized approach
- A Substitute for Personal Responsibility
- We support clients in taking ownership of their actions and decisions… they don’t do the work for them
- Judgment or Criticism
- It is non-judgmental and supportive, focusing on acceptance and understanding rather than evaluation of the client’s choices
- A Guarantee of Success
- While coaching can be highly effective in helping clients achieve their goals, there are no guarantees of success
- Results depend on the client’s commitment, effort, and readiness for change
- A Fix for Severe Mental Health Issues
- Coaching is not a suitable intervention for severe mental health conditions or crises
All these concepts should be made clear by the Coach in the initial contact with the potential client. If misinterpretations are discovered during the Coaching Process, a review of the definition and scope of Coaching should be performed.
In matters pertaining to Mental Health, Therapy, or Consulting, clients should seek appropriate professional help from qualified therapists, counselors, or consultants.
How to prepare for Executive Coaching
For executives thinking about working with a coach, there are some basics points I’d recommend:
- Do your homework first
- Always evaluate potential coaches; anyone can claim they have experience in the field
- Make sure the initial interview when looking for a Coach
- Check their experience as an Executive Coach, Accreditation (Why?), Degree, and other Professional certification
- Business understanding and sector experience, as well as their methodology
- Look at the tools the coach offers you, everyone has their own style
- Open up with your coach
- Once you’ve started working together, it’s essential to build a strong relationship to quickly establish safety
- Once trust is formed, surrender to the process
- Make time available for meaningful exploration
- I recommend that my clients set a time slot in their busy agendas, make this allotted time sacred, and stick to it
- Let it feel like part of your personal agenda
- Be open to your change
- Be prepared to reflect deeply to look for long-lasting solutions
Coaching ultimately means to go on a personal, sometimes, if not mostly, unsettling yet empowering, surprising and yet rewarding journey for the executive that wishes to expand what they can see and do both personally and professionally, for themselves, and for others.
