Executive Coaching

Dr Rachel McInnes

Are your leaders struggling to get the desired results?

Leadership is a position often earned by competence in non-leadership endeavours e.g. the best engineer gets promoted to Engineering Manager. It is little surprise then, that new leaders often struggle to motivate others, clearly articulate a vision or stay out of unnecessary detail (enabling rather than doing).

I often see such leaders really struggling. Previous to their leadership they had a career marked by excellence, positive feedback and getting ahead faster than their colleagues. Now they are the boss, they are working longer hours, while their results are getting worse. Their team is unhappy. They don’t know what they don’t know or how to find out.

It’s not only new leaders than can benefit from Executive Coaching. As leaders rise through the organisational hierarchy or move sideways to try other things, they are often requiring different skills, approaches and daily habits.

Part of the gold of coaching is the accountability of the coach showing up. I so often hear, “I have been meaning to do X for years, I did it because I knew you would ask about it”.

Coaching leverages something science knows about people, that we often keep promises to others better than ourselves, that routines, structure and external accountability matter. Leadership coaching almost always involves some sort of behaviour changes, behaviour changes are hard, regular accountability conversations make them much more likely to happen.

How Does Executive Coaching Look?

The coaching relationship is a partnership with the coach and coachee as equals, working together for shared goals.

The usual process looks something like this:

  • We begin with a kick-off meeting with the coach, coachee and their manager (or HR representative) to discuss requirements.
  • The approach and delivery details are agreed in writing.
  • Coaching sessions are delivered: e.g. fortnightly for 12 weeks, with between-session activities completed by the coachee.
  • Finally, all parties meet and confirm progress and agree on next steps (if any).

Depending on the needs of the coachee a wide range of topics may be covered. Examples include:

  • Delegation
  • Managing Stress
  • Prioritisation
  • Influencing others
  • Strategic thinking/Business Acumen
  • Project management
  • Understanding blind spots

Executive coaching for people leaders is most effective when coupled with psychometric profiling to enable leaders to play to their strengths while managing their weaker points or potential derailers. You can read more here.

Try Before You Buy!

Dr Rachel offers a free, no-obligation, one-hour coaching session to help you decide if coaching is right for you.

You can even book a skype/zoom session yourself right in her diary here.

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