Executive coaching has become an increasingly effective way of ensuring development of people in organizations. While in the past, executive coaching focused on senior leaders, more and more organizations are bringing the young executives into the fold of executive coaching. A critical benefit that executive coaching has over classroom training programs is, personalization of learning and voluntary goal setting – it is these two benefits that make executive coaching a sought after development initiative.
As Redshaw 2000, p. 106 reads, “More an individual is involved in identifying problems in working out and applying solution for them and in reviewing the results the more complete and more long lasting the learning is. This form of self-learning tends to bring about learning with a deeper understanding than learning that is taught”.
Furthermore, Redshaw 2000, p.107 reads,
“Coaching is very different than teaching or instructing. It is best described as facilitating. The coach encourages the learner to learn for him/herself…..as well as acquiring new job competencies, the learner gradually develops new and more effective learning skills. He/she becomes a proactive learner, capable of learning almost any experience encouraged”.
Executive coaching services comprise of a few categories and they are inclusive of having a mentor, an industrial psychologist as a counsellor and a consultant for identification of problems.
Clearly, the first step to coaching is to identify the development needs and goals of the coachee. The coach lends his/her expert advice and offers ideas on how to achieve the goals.
This not only aids in the improvement of the performance of the individual, but also of the entire organisation that the executive is working for.
The coach plays an important role in this process. He /she is responsible for implementing the skills and developing them in best possible ways. The coach is not a technical subject-matter expert, but a steward of the coaching process who enables the coachee to identify and define action points for achieving goals. It is the discretion of the coach to choose the right methodology for coaching so that the coachee gets the maximum possible benefits in the least possible time.
The Executive Coaching Forum has described four common types of executive coaching services and they are:
- Feedback and Debriefing or Development Planning: This is of course an individual oriented program. The entire feedback of the program is usually gathering for reconstructing it in a better way. Also, as the name suggests, the results are debriefed and further developed. This is generally a short term program and is focused on improving certain qualities of an individual who has been subjected to this kind of coaching.
- Career Coaching: This type of coaching provides a special edge to the profession of the client. It motivates and directs the executive towards his correct field. He/ she recognizes his own potential and subjects of expertise and works accordingly. This kind of approach helps in attaining maximum benefits. It is very important to identify one’s own skills first.
- Target Content Coaching: This kind of coaching imparts some kind of advanced level of learning along with the proper development of skills. Time management, proper delivery of presentations along with writing and addressing skills are also mastered en route this kind of coaching.
- Personal and Life Coaching: This kind of coaching is individual oriented as well. It aims in improving personal awareness of an individual.