Are your leaders struggling to get results?
Leadership is a position often earned by competence in non-leadership endeavours, like the best engineer is 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).
Previous to their leadership these individuals usually 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.
Sound familiar? You are not alone and leadership skills can be developed, with strengths fostered and limitations managed. However, it takes hard work of a different kind. Not the kind of hard work you are accustomed to such as hours at a spreadsheet or project. The hard work of leadership may involve working fewer hours rather than more. This work involves reflecting, seeking and acting on feedback, altering behaviours, learning when to stay out of the detail and when to dive in or when to try new ways of interacting and engaging.
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.
Leadership coaching almost always involves some sort of behaviour changes, behaviour changes are hard, regular accountability conversations make them much more likely to happen. Coaching leverages something science knows about people, that we often keep promises to others better than ourselves, that routines, structure and external accountability matter, when it comes to any changes.
Please note this coaching is registered with the Management Capability Development Voucher Fund. find out more by visiting https://covid19.nzte.govt.nz/page/regional-business-partner-network
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:
- Managing Stress
- Giving and receiving feedback
- Influencing others
- Strategic thinking/Business Acumen
- Project management
- Understanding blind spots
Executive coaching for people leaders is powerful when coupled with psychometric profiling.