Executive coaching solutions refer to coaching interventions that are designed to provide specific solutions for executives in a particular business firm. The coaching solutions are designed to address challenges faced by the executives – the need can arise either from the executive himself/herself or from the organization.
Each coaching solution should de designed to address the specific needs and this makes each coaching journey unique. This is mainly sorted out by experienced coaches come into the picture – these are coaches who make coaching a customised experience.
Coaches can design these personalised solutions by observing the behaviour and habits of employees in a particular business firm. Coaches should have the potential to highlight the problem areas of every individual employee and attain the best possible solution to rectify them.
Executive coaching solutions should consider the following elements:
- Work with Strengths: Each coachee comes from a different background of education, experience and skills. The first step of an effective coaching solution is to identify the strengths of the coachee. The strength areas should be sharpened while inventing new possible key areas that might be helpful for them.
- Identify Challenges: Enable the coachee to identify problem areas. Most often the a coachee may be aware of certain professional challenges they face, the undertake coaching to help with these areas. However, sometimes the coach needs to employ various methods to effectively arrive at challenges. One such method is psychometric assessments. Often, workplace challenges stem from behavioral ineffectiveness. Psychometric tools can help identify such behavioral challenges. Working on specific behaviors in the coaching journey can enhance the workplace effectiveness of executives.
- Whole-person Approach: The coaching solutions should focus on the coache is a whole individual. The coachee should arrive at goals that can stem both from personal and professional spheres of life. An effective coaching solution should be able to work on both personal and professional goal areas.
- Drive Commitment and Accountability: The coaching journey is all about the coachee arriving at solutions that work for him/her. The coach is required to provide direction and structure but the actual solutions are created by the cocahee. This is what drives commitment to the solutions. The role of the coach is to ensure that the coachee commits to the action plan and hold him/her accountable for it. The coach should ensure that the coachee works on the action-plan.
- Build a high trust relationship: Coaching is a high trust relationship between the coach and coachee. Many times in coaching, a coach may encounter an ethical dilemma. This may be in the form of the manager of the coachee asking for feedback without keeping the coachee in the loop or the coachee divulging some sesitive information. A coach should very clearly outline own and stakeholders conduct during the coaching journey. Remember that as a coach, you have accountality to the coachee, but the organization has a hight stake in the intervention as well.
Executive coaching solutions can have a high impact on the performance of the individual and on the organization. This makes coaching a high stake intervention and therefore it requires thorough planning.