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Executive Coaching offers senior
managers the opportunity to develop effective interpersonal and leadership
skills. These skills are often under–developed when technical competence
has been the principal criteria for promotion and advancement. The result
is ineffective, or dysfunctional, patterns of personal behavior in the
organizational setting. Frequently, coaching is the final attempt to keep
the executive in the organization.
The coaching process is
Socratic, combining education with behavioral modeling. The executive
contracts with the coach for specific behavior changes and an interval during
which he or she will be in the constant presence of the coach, throughout all
daily activities. The coach observes the executive's behavior and provides
feedback on the effectiveness of observed behaviors. Alternative behaviors
are suggested, then observed in practice.
The Executive Coaching process
requires selected executives to:
·
Accept personal responsibility for behavioral change(s)
·
Contract for specific personal changes in the workplace
·
Contract with a (more senior) mentor in the organization
·
Receive behavioral feedback from workgroup members (360 °)
·
Conduct daily activities in the presence of the coach
·
Receive specific and immediate feedback from the coach
·
Receive tailored
education from the coach
·
Receive periodic feedback from workgroup members (360 °)
·
Participate in scheduled follow–up meetings with the coach.
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