Essential Insights for Executive Coaching
Posted by Pario Coaching Tools on January 22nd, 2020
There is a significant difference between training courses, which enable people to develop new skills, and Executive Coaching that helps change mindset and underlying assumptions. In other words, whist training courses help managers and other professionals to develop competence, coaching focuses on enhancing competencies. The challenge is to identify the type of approach that contributes to effectiveness when responding to different situations. Problems can arise because executives fail to prioritize effectively, have problems with interpersonal relationships, or fail to maintain consistent standards.
Faced with challenging and complex situations, it’s important for anyone in a senior professional leadership role to maintain high standards. In many ways, this provides the start point in achieving high performance. It’s much easier to communicate a compelling vision and set clear direction when we worked to clear principles. For example, many organizations have run into difficulties when senior executives have compromised the important standards. It is therefore important to ensure that short-term financial returns do not compromise safety or ethical considerations.
The most significant challenge for an executive coach involves changing the mindset underlying assumptions made by manager or senior professional. There is for example, a clear difference between a narrow focus on short-term financial returns, and awareness of stakeholder expectations. Increasingly, effective organizations are adopting the ‘3P’ model that emphasizes the importance of People, Profit and Planet. They appreciate that high-performance involves sustainability, which has a social and environmental dimension. There is a growing awareness the technical and financial capability needs to be balanced with awareness of wider considerations. The problem is that many managers struggle to deal with this complexity.
Global Perspectives and 360 Degree Feedback
To achieve the responsiveness required in demanding roles, senior professionals need to be responsive to change. There is significant risk in failing to consult other people or neglect what is happening in other departments. For larger organizations, it’s important to look outside the immediate team department and engage with external business partners. In the public sector, there is a growing need for an interdisciplinary approach, which may involve different agencies and positive collaboration.
The official report that reviewed the Columbia Space Shuttle disaster of 2003, for example, noted that communication breakdown increases with specialization. In other words, functional separation of activities can easily undermine effective communication. Executives need to develop a mindset where they prevent this breakdown and actively anticipate future requirements. Online leadership development is one way of raising awareness of how to manage role relationships.
Receptiveness to feedback is at the heart of effective learning. It is at the heart of learning agility. When constructive feedback is missing, complacency quickly develops and this leads to professional incompetence. The backward transition accelerates with the pace of change. In modern work environments, there is a need for ongoing review and development. Executives need to be responsive to the changing expectations of customers, colleagues and business partners. Annual 360 degree feedback from significant groups, including the person’s manager and direct reports, is therefore important in maintaining awareness. This leadership coaching tool provides a basis for effective personal development plans and real clarity of purpose.
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