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Executive & Business Performance Coaching
Last updated 14 Feb 2007
Coaching is the current fad in many business circles. Unfortunately, the popularising of this term has led both to the well meaning and the unscrupulous to apply it to their existing services. Consequently coaching is in danger of being misrepresented, misperceived, and dismissed as not so new and different and for failing to live up to its promises. Contrary to the attractive claims of many management consultants there are no quick fixes in business. Good coaching is a skill and attitude, which requires a depth of understanding and extensive experience if it is to deliver its astonishing potential.
Performance Coaching will help you to recognise the enormous value and
potential of coaching, and perhaps set you on a journey of self
discovery that will have a profound effect upon your business success
and the quality of how you relate to others.
Target Audience
Although ‘Performance Coaching’ is appropriate for all managers, the
best results have been obtained when working with senior managers and
executives. More junior managers expect the Coach to provide solutions.
The coach cannot know the business better than you, but can help explore
opportunities in a ‘safe’ but challenging relationship.
Why Do Executives Need Performance
Coaches?
In a rapidly evolving business world, the executive faces some major
challenges:
- Faster pace for business.
- Higher stakes for reward and failure.
- Fewer resources to apply to any given problem.
- More factors to consider in most decisions.
- Changing role of management with more information available to all employees.
Quick solutions just do not work. Hard work and concentration on the
long term issues as well as on the issues at hand will make the
difference. The availability of an independent Coach whose
responsibility is to optimise performance in any situations can make an
enormous difference to any business in such a changing environment. The
purpose of a Performance Coach is to help the executive make permanent
improvements in his/her performance. The Coach is neither a competitor
nor an evaluator of the executive's performance. Together the Coach and
the executive develop a specifically tailored program to develop the
executive's strengths, minimise weakness, and enable positive business
performance and competitiveness. Performance Coaching is designed to be
part of the background, not the centre of the action. The Performance
Coach helps to provide ideas, positive support, and encouragement and a
trusted colleague to enable the executive to do their job more
effectively.
How Management Performance Can Be Improved
With
Performance Coaching.
Background
In many modern, dynamic and enthusiastic businesses it is not uncommon
for most of the management team to have been promoted on the basis of
excellent performance and strong track record. There is often little
structured management development.
With the expected development of any fast growing business there is a
need to ensure that all managers are ‘finely tuned’. Transfer of
learning is an important philosophy within the process. Any development
process must encompass the business values, and support managers to
‘Walk their Talk’.
Approach
I believe a detailed analysis of needs will lead to an effective
development plan specific to the needs of an organisation’s leader(s).
Individual ownership of the development plan is vital. Each plan is
likely to be in two phases.
· A diagnosis to start each manager on his or her own development path.
· Phase 2 subject to further agreement – more specific help with
individual issues.
The Analysis
1 As the target group are all competent individuals, one of a range of
360 or psychometric profiles would be used dependant upon initial
identified needs and experience. Outputs from this would be used to
develop a cohesive management development plan, for both individuals and
the organisation.
Ongoing Development
This approach would help put in place a sustainable approach to
analysing and producing action plans for managers in the future. It does
not tie the organisation down to any single provider or approach. This
method would complement any current performance management system
(appraisal scheme).
Evaluation & Measures of Success
The success of this programme will be measured by both quality and
finance factors. The organisation will set it’s own success measures
prior to commencement.
As a part of the process the coaching philosophy is encouraged for
transfer to the organisation.
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