Why Executive Coaching?

The economist - executive coaching certification websiteexecutive coaching certification training program onlineWhether you are a business owner or a new executive you might have heard of executive coaching and could be asking “why”? Why would someone hire an executive coach?

Regardless of the level of education you might have reached, and your valuable experience in your field and with your company, an executive coach is really a good idea and it really pays.

The executive level positions are very sensitive to the whole company or organization. One decision you make today might affect your company’s future for a considerably long time. And if this was a wrong decision you alone will take the blame for it. You might lose your job and find it challenging to get hired by any other company given the reason you lost your position in the first place.

And as a business owner you don’t want to leave any chance for any mistakes that could cost you your business. Firing the exec is not going to fix it, and only you will pay the real price.

Executive coaching ROI is simple to calculate for any establishment by comparing the revenue or your company before and after hiring the executive coach, relate that to the cost of the coaching and you’ll get your ROI. Although this is way is too simplified if we consider the prevented loss as revenue and the approach used to calculate such loss. Also you’ll find it hard to compare before and after the trainee is just starting because you’ll be comparing his/her results with the work of another exec with more experience.

Also coaching an executive is the best training he/she could ever get because they do it on the job. They do the work while being directed and supervised by the coach and this is the best way to learn how to apply those dry principles you learned in the school. As opposed to seminars and lectures, this is by far the best way to learn.

Executive coaching is now carried out by firms, not individuals. This gives you a better expectation, because if an individual coach is not able to finish the job another coach from the firm will be available to carry on or take over.

An executive coaching firm also guarantees that all individuals are certified and have the same standards. The competition is in your favor and the high standards put by one firm soon spreads to the others so that they can compete over your business.

Stress In The Workplace

executive coaching certificationAs we know, stress can cause problems with your physical and emotional health. A recent article published by Anastasia Stephens of The Independent states: “The effects of constant pressure – a form of chronic stress – are well-known.”

Robert Sapolsky, a professor at Cambridge University and a lead authority on stress management, explains: “In fight-or-flight, your body turns off all the long-term building and repair projects. Constant high levels of hydrocortisone take your body’s eye off the ball. Memory and accuracy are both impaired. Patrols for invaders aren’t sent out, you tire more easily, you can get depressed and reproduction is impared.”

Stephen’s article went on to say: “Exposed to chronic stress for years, high blood levels of glucose and fatty acids increase the risk of cardiovascular disease and diabetes. A recent study at University College London found that stress raised cholesterin levels, another factor that increases the risk of cardiovascular disease”.

Take, for example, a high performance car, we recognise the importance of regular servicing to maintain its performance and safeguard our investment. We as humans need the same care and attention to ensure sustainability. Life coaching must be used as a pre-emptive measure to deal with problems before they become serious problems.

Tips on how to look for signs of stress in an employee:

– An outgoing individual becomes insular and introvert.
– Become rather ill looking and/or pallid
– Becomes overly defensive when questioned about anything
– Becomes very moody
– Catches Illnesses more often
– Job performance is decreased
– Sense of humour failure
– Working longer and unsociable hours

Of course, it is easy to assume that there could be personal problems. That doesn’t negate the help and support offered by employers. Our work and personal lives dovetail, and whatever the long-term cause or problem, our performance in the work place will eventually be affected.

A business’s aim should not only be to address key problems or under performers, but also to unleash employee’s potential. Company owners and managers need to help their most successful staff become even more successful. Sports coaching is a prime example – successful athletes all have support teams to keep them at the top of their game, and I would argue that there should be no difference in business.

Staff should be allowed sessions which provide 100% focus on them, which allow them to open up in a secure private environment that is not threatening or combative in any way. This will help them to perform better and achieve results.

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

Becoming a True Leader

executive coaching certificationHow do you become an inspiring leader?

An important factor in your own personal development and growth is about finding your own inner leader .

Years ago when I was at college I took part in the military corps and recall getting yelled at all the time . This was one of my first experiences about leadership and as a result I believed that leadership basically were people that shouted a lot and told people what to do!

However , in realness I later discovered that that was not necessarily a fine example of inspiring leadership, in fact for many of our experience that is an example of poor leadership .

I have met some ‘leaders’ who want to get their own needs met by yelling and bullying, but they don’t usually last long and don’t realize pleased followers .

Most of us seem to have that experience of leadership as being intimidating and yelling, but would you think that excellent leadership ?

Recall back over your past for inspiring examples of good leaders . Who are some of the top leaders you can think of ? Did they have to shout to get their way ?

Two examples of recent outstanding leaders I can consider of are President Obama and Clinton. Do they ever have to take up shouting  and bullying?

No !

Because a awe inspiring leader helps to make people to want to take action themselves rather than force them to. That is what both Obama and Clinton have done so well .

Some persons seem to have been giving Obama a difficult time for a while , but few people may really discredit his ability to inspire. Having a position of leadership in the current economic situation is one of the hardest deals anyone could be served . If things are going great in the world, people like the person in charge . If things aren’t going great , people tend to dislike the leader, even though they could have not much to do with it!

However the sign of a amazing leader is a person who keeps his principles and ideals despite what other people might do to dissuade them . Being liked is not the priority for the leader, but desiring the best for the people who follow the leader is relevant.

Obama is a awe inspiring example of this – he maintains his values which he considers are for the best of the nation , even though initially the ideas might not be liked by all . In fact , most of the greatest leaders had ideas which were first disliked , however in the future became accepted as things that couldn’t be lived without.

So nurturing yourself as a leader is a crucial part of your own personal growth and it isn’t about shouting and screaming.

For me , learning NLP helped me to awaken my inner leader , as has my work as a hypnotherapist in London. People who learn NLP learn valuable leadership skills.

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

 

How To Create A Consistent Stream Of New Coaching Clients

executive coaching certificationMost coaching training programs spend most of their time on teaching and mastering fundamental coaching skills. The International Coach Federation established specific core coaching competencies as part of the foundation for their coaching credentialing process examination. Over 90 percent of coaching programs focus on mastering those core coaching competencies, but less than 10 percent on teaching the core business skills to build a profitable coaching business.

While mastering these coaching techniques is very crucial, it will not guarantee a steady flow of new coaching clients. But instead of learning fundamental marketing and business principles, many coaches decide to get even more coaching training and certifications, thinking that if they become better coaches, their business will grow as well. Well, reality shows this doesn’t work. You can be the best life coach in the world, but if you don’t know how to build a business you’re not going to to succeed.

The 4 P’s of Coaching Marketing

The most important aspect of building a successful coaching business is marketing. Creating a successful marketing plan mostly falls into the following 4 controllable categories:

  • Product
  • Promotion
  • Price
  • Place

1. Product

A common mistake many coaches make is that they want to sell their coaching as a product. When asked what they do, they usually say something like :“I am a coach, I provide coaching.” Unfortunately, whether you are a life coach or a career coach, coaching as a product does not sell.

What does sell is when you’re positioning your coaching services as a solution to a problem.  Unless your coaching practice is solving a real problem or providing a solution to a need, there is no reason to be in business.

Ask yourself:” What is my ideal coaching client?” and ”What solution do I provide?” Focus on selling a solution, a system or a result, not the coaching itself.

2. Promotion

Promotion is the a key component in marketing your coaching business.  Learning how to market your business solution online through social media and creating a personal brand that evokes a strong emotional connection with your coaching niche market are vital components in your promotion strategy.

3. Price

Time is money, so defining a profitable pricing structure is another important key in growing a successful coaching practice.

Many coaches start out by only providing their coaching services one-on-one. They build different pricing structures with a single coaching client in mind. Yet even if you offer a free coaching session, the most number of clients you can possibly create is only one.

As long as you are creating a situation where you are exchanging your time for money, you might as well look for solutions to create a maximum return on your time investment. You can facilitate workshops, provide teleseminars, set up interactive online webinars, build coaching groups, develop coaching information products, write e-books etc. What other solutions can you think about so you can reach thousands of potential coaching clients and transform your coaching business?

4. Place

If you only provide your life coaching services in person, you’re obviously limited by your geographic location.  Besides working in person with your coaching clients, consider offering your services over the phone or via voice over IP services such as Skype. This will enable you you to connect with clients who would not otherwise be able to benefit from your life coaching services.There are many benefits in providing your coaching services via Voice over IP. Over the phone coaching establishes an emotional comfort zone allowing your client to connect more easily and communicate without feeling pressured to make eye contact or communicate non-verbally.

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

 

Coaching Certification: The Low Down

executive coaching certificationFrom the un-certified executive coaches point of view, the process of executive coaching certification is useless. The author of this article takes a group of coaches who have an established method of coaching and getting new clients that’s doubling their results every 30-90 days.

I don’t know about this group in particular, but I know two business coaches, one of them is certified and the other is his student but not certified. The certified one makes $25,000 per client a year, and the student makes $100,000 per client and 50% of the extra profit he will generate for the company from that point on.

However, those two are top coaches and their results are not typical. And if you ask me I would get the executive coaching certificate just to make sure I know what other coaches know even if I am not going to use it.

Enjoy the article and decide on your own.

By Leanne Hoagland-Smith

During a conference call of a mastermind group of 30 professional business coaches and consultants, who had all been coaches for over 5 years, the discussion turned to the “coaching certification” process for coaches. What was interesting to note is that this mastermind group was unusual in that everyone had surpassed the industry average of making more than $20,000, exceeded 10 paying clients and 1/3 made more than $100,000. (Source: Stephen Fairley, author of Getting Started in Personal and Executive Coaching) And the real kicker was not one of those on the call had ever been asked for their coaching credentials by their clients. If the subject of credentials came up, it was always by another certified coach. Interesting given that no one within this group was a “certified coach.”

With the continued growth of this billion dollar plus industry, it appears that innovative individuals have decided to provide opportunities for those who wish to become coaches and by offering a certification process. NOTE: A recent quick Google search of the Internet revealed 215 coaching schools (Source: http://www.peer.ca/coachingschools.htm

Good for them! After all being certified automatically means that you are more credible and can deliver better results? Of course if this was true, then why do most coaches (53%) make less than $20,000 a year?

Possibly, the answer is a lack of a proven process not to mention some poor small business practices. Certification programs may offer the techniques and some tools, but do they have a proven history that consistently demonstrates securing results for their clients? I doubt it given that the majority of coaching schools are relatively new and even established traditional universities that offer executive coaching programs are new to this field.

If you are thinking about becoming an executive coach, do your research. Before you spend thousands of dollars on that coaching certification program, ask the following questions:

  1. Do over 60% of your certified coaches make more than $50,000? (Note: For this mastermind group, this is anywhere from 10 to 15 minimum clients per year.)
  2. What type of results do their clients receive? (Note: The process that this mastermind group uses generally doubles results in 30 to 90 days.)
  3. Can the same process be used in a variety of industries? (Note: This mastermind group has coached individuals including a U.S. Senator, Fortune 500 executives, high school and college students, small business owners and housewives. The industries range from manufacturing to high technology.)
  4. Do proven, high quality tools support the process?
  5. Are testimonials available from both graduates and clients?
  6. How long has the coaching school or company been in business? (Note: This mastermind group uses a company with a 25 year proven history.)

Executive coaching is a rewarding career. Just be careful that you don’t reward others before you understand the dynamics within the explosive field. You just may be paying for something that is not necessary and putting your hard earned dollars in someone else’s pocket.

Leanne coaches individuals, small businesses and large organizations to double performance in warp time. She is a national speaker on performance improvement from youth to adults. Please feel free to contact her at 219.759.5601.

If you truly don’t believe doubling your results is possible, read some case studies where individuals and businesses took the risk and experienced unheard of results.

One quick question,if you could secure one new client or breakthrough that one roadbloack, what would that mean to you? Then, take a risk and give a call at 219.759.5601 to experience incredible results both personally and professionally.

Article Source: http://EzineArticles.com/?expert=Leanne_Hoagland-Smith
http://EzineArticles.com/?Coaching-Certification:-The-Low-Down&id=176213

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

 

The Business Case For Executive Coaching – The ICF Coaching ROI Global Study

executive coaching certificationROI on executive coaching could be vague and sometimes very hard to calculate or predict. It’s not only me talking, it’s a general concern in the research related to executive coaching in the academia.

But there is a simple way to judge the ROI of an executive coaching process, which is by setting start points. Say you are hiring an executive coaching for your company and at the time of hiring you are making $X1 in pure profit. If your purpose of hiring the coach is to increase your net profit then you are looking at $X2-$X1 = ROI where $X2 is the net profit after 6 months of starting the coaching program.

Your purpose of the coaching defines how to calculate the ROI. For example, in some cases the purpose of executive coaching could only be reducing the number of man power hours of work to achieve a certain goal. In that case you start with a certain number of man power hours needed currently to finish a job, and you calculate the number of man power hours after the coaching program and the reduction of man power hours multiplied by the hourly wage equals the amount of money saved through the executive coaching.

In reality it’s never that simple, but it helps to break down your companies performance into tasks or jobs and do your math for costs and net profits and integrate every thing into one whole process that represents your company’s performance. To learn more about this process follow the link below:

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

Now with the article. I hope you enjoy it.

By Maynard Brusman

The Business Case for Executive Coaching

Are you working in a company or law firm where executive coaches help leaders develop their leadership capability? Does your company or law firm provide executive coaching and leadership development for high potentials and high performing leaders?

One of the most powerful questions you can ask is “Does providing executive coaching for company leaders have a direct effect on the company bottom line?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for authentic leaders at all levels of the organization.

Approximately 25 to 40 percent of Fortune 500 companies use executive coaches, according to the Hay Group, an international human-resources consultancy. According to a survey by Manchester, Inc., a Jacksonville, Florida, career management consulting firm; about six out of ten organizations currently offer coaching or other developmental counseling to their managers and executives. Another 20 percent of companies said they plan to offer coaching within the next year.

Although it was once used as an intervention with troubled staff, coaching is now part of the standard leadership development training for executives in such companies as IBM, Motorola, J.P. Morgan Chase, Hewlett-Packard and many others. Brokerage firms and other sales-based organizations such as insurance companies use coaches to bolster performance of people in high-pressure, stressful jobs.

The ICF Coaching ROI Global Study

The 2009 International Coach Federation (ICF) Global Coaching Client Study reported the median coaching ROI to be 700%. The results of the study is rather dramatic providing much needed metrics for this popular leadership development strategy..

The International Coach Federation conducted a qualitative and quantitative global client survey and interview research project between May to December 2008. The full research report was made available to the public on June 11, 2009. Highlights related to the return on investment from coaching are reported here. This is a crucial research topic — what do coaching clients say is the value of coaching?

The design phase of the research consisted of three components: First, fourteen in-depth interviews were conducted with an international sample of coaches to assist with the design of the questions to be utilized in the qualitative and quantitative study. Second, the qualitative research phase consisted of five focus groups with a total of 41 clients participating. The focus groups allowed for in-depth probing of qualitative issues. Third, the quantitative research component consisted of 2,165 coaching clients from 64 countries participating in a 20 minute online survey.

What do clients say motivates them to begin coaching? The clients cited career opportunities and business management as their most important reasons for seeking coaching services.

Both coaches and consumers of coaching services are interested in Return on Investment (ROI) studies on coaching. An often cited ROI study of executive coaching, Coaching for Increased Profitability: How to Deliver and Demonstrate Tangible Results to the Bottom Line by Merrill C. Anderson, Ph.D. MetrixGlobal (2003) had reported an ROI from coaching of 788%.

In an apparent confirmation of that finding, the ICF Global Coaching Client Study Executive Summary (April 2009) reports, “The vast majority (86%) of those able to provide figures to calculate company ROI indicated that their company had at least made their investment back. In fact, almost one fifth (19%) indicated an ROI of at least 50 (5000%) times the initial investment while a further 28% saw an ROI of 10 to 49 times the investment. The median company return is 700% indicating that typically a company can expect a return of seven times the initial investment.”

Source: ICF Global Coaching Client Study, Executive Summary, April 2009, in consultation with PricewaterhouseCoopers LLP, and Association Resource Centre inc.

Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help company leaders improve their leadership capability. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision and mission of your company or law firm.

Subscribe to Working Resources Newsletter at http://www.workingresources.com. Visit Maynard’s Blog at http://www.WorkingResourcesBlog.com. The Society for Advancement of Consulting (SAC) awarded two rare Board Approved designations for Dr. Maynard Brusman in the specialties of Executive Coaching & Leadership Development and Trusted Advisor to Attorneys and Law Firms.

Dr. Maynard Brusman, Consulting Psychologist & Executive Coach
Working Resources
Help Companies Assess, Select, Coach, and Retain Emotionally Intelligent Leaders
Box 471525
San Francisco, California 94147-1525
Tel: 415-546-1252
E-mail: mbrusman@workingresources.com

Article Source: http://EzineArticles.com/?expert=Maynard_Brusman
http://EzineArticles.com/?The-Business-Case-For-Executive-Coaching—The-ICF-Coaching-ROI-Global-Study&id=2498753

 

How to Choose Your Executive Coach – 1

executive coaching certificationBy Hemant Karandikar

Executive coaching is a very powerful method of developing business leadership. There are a lot of leadership courses out there in the market. Many bear marque names of Ivy League business schools. Typically, leadership courses consist of some theory or concepts, case studies, and group discussions. The leadership courses revolve around the brand of a famous B-school or some charismatic speaker. If you have attended such leadership courses, you will remember feeling good about the intellectual stimulation and networking. But other than carrying a the heavy course material nothing really happens in your actual work. The so called investment does not give any other returns.

Executive Coaching, on the other hand, centers around the learner on the job. An executive coach helps the learner in identifying key areas of focus and helps in developing an action plan. Executive Coaching deals with the person, the job challenges, and the skills needed. Therefore executive coaching is very effective in developing leadership skills.

The question is how to select a good executive coach? This series deals with this crucial question.

This attribute is quite easy to miss -your executive coach must have integrity!

I know, integrity is a minimum requirement in every profession. But here it takes a different dimension.

Your coach is asking you questions. Your answers do not create a flattering picture of yourself. You get hot under the collar and wonder why I am paying this guy? Yet your coach presses on.

When an executive coach is confronted with a situation of conflict between professional duty (advice that is beneficial to client) and continuity of the coaching assignment he or she gives priority to the professional duty -that kind of integrity.

Such executive coaches are few in number. They also tend to focus only on large companies and their CEOs. You have to also ensure that he or she is accessible to you and also affordable.

Hemant Karandikar advises companies on business & brand strategy, on business transformation, and for achieving breakthroughs in business processes. He leverages this expertise in product creation projects for companies along with his design associates. He coaches business leaders and executives for developing leadership skills. Hemant founded Exponient Consulting and Learning Leadership.

Previously, Hemant was Managing Director, GWT Global Weighing (now Sartorius Mechatronics) and held position of General Manager at Philips India. He is an alumnus of Indian Institute of Technology, Bombay, India.

For comprehensive business transformation services, please visit http://www.exponient.com

For Onsite and online coaching for leadership development, please visit http://www.learning-leadership.com

Article Source: http://EzineArticles.com/?expert=Hemant_Karandikar
http://EzineArticles.com/?How-to-Choose-Your-Executive-Coach—1&id=4455025

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

 

The Role of Executive Coaching in Talent Management and Succession Planning

executive coaching certificationAuthor: William J. Rothwell, Ph.d., Sphr

Research indicates that as many as 70 percent of U.S. firms still do not have successful talent management or succession planning programs. And yet many authorities continue to warn that, despite the current economic downturn, a war for talent is looming. Indeed, the current economic downturn may in fact create an additional hardship for employers, since it may tempt many managers to take their human talent for granted as unemployment rises. In short, the “r” word (that is, “recession”) may lull some managers into false sense of security as many workers delay their retirements or hunker down to accept extra work at a time when finding new jobs may not be as easy as in boom times.

Executive coaching has emerged in recent years as a topic of great interest for several reasons, and employers should be cognizant of what those reasons are. But what is executive coaching? What categories of executive coaching may exist? When is executive coaching appropriate? How does executive coaching relate to talent management? How should executive coaching be carried out? Who should carry it out? This brief article addresses these questions.

What Is Executive Coaching?

Executive coaching is a process of helping an executive become more effective in his or her job. While almost anyone who helps an executive become more effective serves as an executive coach, a planned process of executive coaching usually involves two people — the coach and the executive — working together. Professional executive coaches may — or may not — hold a formal certification in executive coaching from any one of several respectable organizations.

What Categories of Executive Coaching May Exist?

There are various ways to categorize executive coaches. A simple way to do that is to distinguish between a job content coach and a job process coach.

A job content coach helps a newly-promoted executive to master the job to which he or she has been assigned. Job content coaches are usually people who have successfully held the same or similar job for which they are providing coaching. Instead of making a new job a “sink or swim experience,” the organization provides an executive coach as a “life preserver.” As a simple example, suppose the company’s board of directors promotes an individual to the job of CEO but board members are painfully aware that the individual is really not yet “ready” for the job. In that case, the company’s board might search for an individual who has successfully held the job of CEO in another company in the industry. Perhaps the coach is retired. The coach’s role is to provide on-the-job coaching, organized around a mutually-negotiated schedule and approach, to the newly-promoted CEO.

A job process coach, on the other hand, helps a newly-promoted executive address interpersonal relationships. A common problem in some organizations is that a technically-proficient individual is promoted into management. He or she is exceptionally gifted in the technical side of whatever work they do — such as MIS, engineering, research, or some other technical specialty — but the individual is not particularly good in dealing with people. Perhaps he or she is weak on EQ (emotional intelligence). In a bid to help the individual, the organization commits to give him or her a job process coach to help him or her deal with interpersonal relations (processes).

When Is Executive Coaching Appropriate?

Executive coaching is appropriate when organizational leaders:

  • Are aware of it as a possible solution to lack of readiness for promotion or lack of effective interpersonal skills
  • Are willing to spend the time, money and effort to make it work
  • Are able to source a well-qualified coach
  • Are able to ensure that the executive is committed to the change that the coach is intended to help him or her make

How Does Executive Coaching Relate to Talent Management?

From the previous sections, it should be apparent that executive coaching can be, at times, a valuable strategy to use in talent management. If the organization’s leaders want to promote from within but feel that in-house bench strength is really not “ready” for promotion, then a job content coach can provide “on the job training” to help an executive transition from his or her previous role to a new one. On the other hand, if the organization’s leaders value the technical gifts of a worker but believe that his or her interpersonal skills are inadequate to meet the demands of higher-level responsibility, then a job process coach can effectively provide real-time help by “following the executive around” and offering advice (usually in private) about ways to improve how the executive interacts with other people. It should thus be obvious that executive coaching can be a powerful approach to use, particularly when the organization has not sustained an effective talent management program over time to systematically prepare people for the challenges of other, usually higher-level, positions.

How Should Executive Coaching Be Carried Out?

There is no “one size fits all approach” to executive coaching, and numerous “models” to guide the executive coaching process have appeared in print. Clearly, the best approach is to negotiate an arrangement between the individual who needs help (the executive) and the person who is to offer it (the coach). Ideally, that arrangement should be put in writing and updated periodically. Of course, quite often there is a third party in the relationship — and that is the “sponsor” (the person or group who requests the coach to help the executive). The agreement should clearly spell out who does what, who is responsible for what, and who pays for what.

Of key importance is to decide whether the coaching experience will focus on the job content (what the job requires and what results are to obtained) or the job process (how to establish and maintain effective interpersonal relationships with other people).

In job content coaching, the executive coach should:

  • Clarify the desired results to be obtained
  • Clarify how well the executive is currently able to achieve the desired results
  • Formulate an individual development plan, a coaching agreement, that will help narrow the developmental gap
  • Clarify how and how often the coach and the executive will interact
  • Clarify when and how the coach, executive and sponsor will communicate about results achieved

In contrast, in job process coaching, the executive coach should:

  • Clarify the desired improvements in interpersonal skills that are to be obtained, perhaps by conducting a 360-degree assessment or by interviewing superiors, peers and subordinates of the executive
  • Clarify how the executive is currently interacting with others
  • Formulate an individual development plan, a coaching agreement, that will help narrow the developmental gap
  • Clarify how and how often the coach and the executive will interact
  • Clarify when and how the coach, executive and sponsor will communicate about results achieved

Quite often, job process coaches will use “job shadowing” to follow the executive around and then offer “instant replays” and “instant feedback” on the executive’s interactions over the phone, by email, in meetings, or in daily interactions with others. Job content coaches may not need to observe what the executive is doing so much as what results he or she is getting and then offer advice — through face-to-face meetings or even through email, phone, web conference, or even instant messaging.

Who Should Carry Out Executive Coaching?

Executive coaching can be carried out by external consultants, hired for their expertise in coaching and their experience. It may also be carried out by anyone who has a willingness to offer help to an executive — and have the executive listen to that advice and try to improve based upon it. To some extent, the person who should do the coaching role should be appropriate for the type of change needed: does the executive need job content or job process coaching? (Rarely can helpers do both.)

Conclusion

Executive coaching has many applications. One possible application is to use it to provide “on the job learning” opportunities for individuals who are perceived to be unready for promotion but who may be promoted anyway. Another possible application is to use executive coaching to improve the interpersonal interactions of otherwise talented people who may be lacking in social skills.

(Reprinted with permission by Linkage Inc.)

William J. Rothwell, Ph.D., SPHR is President of Rothwell & Associates, Inc. He is also a Professor at The Pennsylvania State University, University Park. Author of over 300 works, his most recent books include HR transformation: Demonstrating strategic leadership in the face of future trends (DaviesBlack, 2008) and Working longer: New strategies for managing, training, and retaining older employees (AMACOM, 2008).

Article Source: http://www.articlesbase.com/training-articles/the-role-of-executive-coaching-in-talent-management-and-succession-planning-569266.html

About the Author

Linkage is a global organizational development company that specializes in leadership development. We provide clients around the globe with integrated solutions that include strategic consulting services, customized leadership development and training experiences, tailored assessment services, and benchmark research. Join us at Linkage’s Talent Management Summit, the industry’s premier event bringing together HR, talent management, LD, and OD leaders to help organizations advance and implement a complete talent management process.

Learn more at www.linkageinc.com/tm or by calling 781.402.5555.

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

 

Tips For Hiring An Excellent Executive Business Coach For Your Small Business

executive coaching certificationAuthor: Kris Koonar

Executive business coaching is a business that is becoming very popular throughout the US, with more than 10000 coaches offering their services. Although business coaching adds a lot of value to any business, few years back only 4% of small business owners used to appoint executive business coaches. But today, the scenario has changed and more than 20% of small business enterprises are part of the industry. If you are also a small business owner and you want to hire an executive business coach then you can certain to overcome significant obstacles and profit from the professional coaching. No matter what the reason is, there are some tips that you need to follow in order to hire the right executive business coach for your small business:

Get in touch with a business coach and ask for preliminary complimentary session so that you get a basic idea of his or her working style. Speak to the coach without any charge and make the decision. The time span for this session should be somewhere between 30 to 60 minutes.

Do not forget to ask about the method that the coach use. There are some executive business coaches who make use of particular processes, while other coaches do not follow any particular structure. Process center approach can usually deliver faster than an approach that has no structure. The result of the process center approach is more sustainable as well.

Make sure that you ask for results that you might be expecting out of this relationship. If a coach is good, he or she should provide the strategies and tools to help you achieve the desired results. Depending on the outcome, the coach can provide various options from 8 to 10 programs per week, to programs of 26 weeks.

Do not forget to ask for the tool or curriculum type and the schedule that will be adopted. If you take a look at the use of proven strategies and tools, it will be easy for you to achieve results faster. It is good if the tools have documented history of getting the desired results, no matter what the issues are, like leadership, time or sales management. Program schedule should be in accordance with the tools and it should also provide some flexibility around the schedule.

Always ask for referrals because if a coach is good, he or she can give you testimonials. You can get it in any form, from letters to verbal recommendations. Do not ask for recommendations if you have not narrowed down your selection of a coach.

You can ask the coach whether he or she also has a coach or not. There are chances that most of the coaches will refer to their coaches in an indirect manner in the initial stage of the complimentary coaching session.

When you are having a third session with the chosen business coach, you can ask about money back guarantee because after these sessions you will be know the material, process and relationship that will be applicable.

Article Source: http://www.articlesbase.com/management-articles/tips-for-hiring-an-excellentexecutivebusinesscoach-for-your-small-business-192520.html

About the Author

Discover the hidden truths by Internet Marketing Consulting. Yes you can speak to The Website MBA with over 7 years experience. Special rates are available today: http://www.crackmarketing.com/consulting.htm.

===> Center for Executive Coaching educates and train executive coaches to get outstanding results for their clients

 

Executive Coaching – 3 Tips For Dealing With a Whiner

executive coaching certificationBy Jodi Wiff and Mike Krutza

We all have different trigger points – when the hair on the back of our neck rises and we have the strong desire to flee the room. For me it is when I hear ‘whiners’ begin with a tirade of their latest problem. I can feel my inner voice wanting to reach out and stop them in their tracks. I’ve learned a few tips that you may find helpful in dealing with the whiner in your workplace.

Tip 1. Don’t feed the dog. Do not get sucked into their vacuum of whining. It is a deadly trap. People become their food…as it gives them empathy. It feeds more whining and the direction of whining does not bring energy to the table, just a camaraderie of ‘poor us’.

When I mentor people, I give them a heads up about getting pulled into a whiner’s web…it doesn’t serve anyone well.

Tip 2. Be clear that the whining is the choice of the individual…the whining can turn the individual into feeling like a victim…’poor is me’. Life is tough, and we have all taken a turn at ‘whining’. Just be sure you know what you’re doing, and get over it. A 30 second whine is OK, knowing that you’re moving on after the 30 seconds is key. It is when people continue the whine, and feel sorry for themselves that it starts feeling more like they are acting as a victim. It you don’t like something, take action and move forward, slight as it may be…move forward.

3. Whining is a choice, one that is not accepted. Be up front and truthful – whining will have a negative impact on the team. Make it clear that workplace is a no whine zone.

Jodi Wiff and Mike Krutza, authors

Do you want to learn more about Organizational Culture? Download your organizational culture guide Organizational Culture.

Wiff and Krutza turned an organization around…culturally and financially. http://lighthouse-leadership.com

Article Source: http://EzineArticles.com/?expert=Jodi_Wiff

http://EzineArticles.com/?Executive-Coaching—3-Tips-For-Dealing-With-a-Whiner&id=4165912

 

information and resources on how to be a certified executive coach