The benefits of coaching are well documented as well as its pitfalls. The success of the arrangement depends on the coach's skill and the client's willingness to learn. The sponsor also plays a vital role. Follow the steps to select the coach and set up the client for a successful relationship especially for an organisation.
Provide access
Provide access to the coach to more complete experience and data to ensure the best results. Engagement of a coach requires a high level of discretion and it is best to provide access to the coach as much as possible to get the best results.
The better a coach understands an organisation, its value and ethics, leadership and current challenges, the more effective they will be in coaching the executives of an organisation and the more effective their feedback will be. This becomes all the more important when the coach is helping learn leadership skills, communication, collaboration. Understanding the way an executive handles his workers would give him a valuable insight ow an executive handles leadership and how he could be trained.
Share the full details If the coaching is about leadership skills for an executive, the sponsor may not have the full information. Only by interviewing can the coach get an understanding of the actual relationship.
Build alliances The coach should help executive build alliances within the organisation and meeting with potential candidates will help the executive build these relationships.
Clarify communication Many times it is observed a client's behaviour is from misreading their colleagues, superiors and direct reports. Coaches can help clarify miscommunications and provide specific advice.
Reinforce credibility
A coach has been appointed because of his integrity and skills. The coach should win the organisation's trust by his actions, communications, and convey that he is a partner for the duration of the arrangement. The facilitator/ sponsor should introduce the coach to the executive highlighting positive aspects of the coach to instil confidence in the executive.
Set clear expectations
The coach should also set clear expectations. Before accepting more responsibilities make clear distinctions and clarify what can be expected. Coaching often involves playing an advisory role by asking questions, highlighting additional points to consider, ensure alignment with corporate objectives and helping executives identify factors restricting their effectiveness. If the role of the coach is extended beyond its original scope, it is essential to define the expanded role and communicate to the team to ensure it doesn't compromise the coaching relationship.
Keep stakeholders from meddling
Stakeholders may try to influence the coach during the process of evaluating the executive. This should be managed properly and ensure that this does not interfere or manipulate the coaches.
Avoid power struggles
Coaches need to be cautious navigating the power dynamics between internal stakeholders. It should be remembered that a coach is an external partner and the primary job is to ask questions, make observations and support development.
It also helps if the sponsor makes it clear the perception that the coach has a special status and avoid over-promoting ta coach in a way that makes people feel threatened.
The outside perspective of an experienced coach would be very useful in situations like now, in uncertain situations, with many companies restructuring their long term plans. Coaching and its support structure are more important now than ever.
5 Ways Organizations Can Get the Most out of an Executive Coach
by John Behr HBR 2020/09
Comments
Post a Comment