What does an executive and leadership coach really do? Following are the top ten most common engagements that our graduates are taking on with clients. The Center for Executive Coaching gives you the practical tools, methods, processes, and ongoing support to get great results for leaders facing pressing challenges. If any of these opportunities get you excited and you want to jump into this growing field, consider joining our executive coach certification and training program. Click here to learn about our in-person executive coach training and certification programs. Click here to learn about our distance learning program. Yes, we are accredited with the International Coach Federation, so that you can get a designation with them, as well as the Board Certified Coach certification with the Center for Credentialing.
Engagement One: “Help me succeed in my new role.” Executives and leaders have a window of maybe 90 days to make a good impression and start to get results. For instance, in one engagement, a new President of a publicly traded company had to come up with a new vision for the organization, create the right strategy, assess his team and get the best possible team in place, and then build momentum by executing. Executive coaching gave him a safe space to talk through ideas, get clarity, and ultimately show the Board and his CEO that he was the right choice.
Engagement Two: “Get me ready to move up into my next role.” For instance, coaches can help a tactical COO become more strategic and ready for the CEO role. At the middle manager level, coaching can help the manager delegate more effectively, and build a team and successor so that he or she can move up to the next level. You can also help clients to think about their ideal career and how to make it happen.
Engagement Three: “I have a gap or gaps in my leadership that I need to correct.” For instance, one of the most rapidly growing areas in coaching is working with technical or clinical leaders who never had formal leadership training. They could benefit from coaching to develop any number of softer skills, like communicating clearly or delegating. Alternatively, they might require help eliminating a behavioral blind spot that creates conflicts or has a negative impact on others, like interrupting or being dismissive.
Engagement Four: “We have a change initiative that is stuck, and need help to get back on track.” For instance, the executive team of a healthcare system was frustrated because a massive change initiative was being stalled by a few powerful physicians. Through group and individual coaching, these leaders developed new ways of influencing and communicating to move the change forward.
Engagement Five: “I need to do a better job engaging and motivating employees.” Employee engagement is a huge issue in almost every organization. Some leaders say they care about engagement but they are only paying lip service to the issue. Others are serious about improving engagement, and welcome coaching. With our toolkits and methodologies, our graduates have helped clients to make statistically significant improvement in employee engagement scores.
Engagement Six: “I want to get my organization ready so that I can sell it, or hand it off to family or employees.” Many businesses are too dependent on the owner, and until this situation changes, the owner can’t tap into the wealth he or she has created. A coach can help the business owner identify new mindsets, behaviors, and strategies to set their organization up and make a smooth exit.
Engagement Seven: “Our organization is growing quickly, and we need to develop capacity and more leaders to continue to grow.” You can coach leadership teams to create new systems and processes, and also coach up-and-coming or high-potential talent to take on more leadership responsibilities.
Engagement Eight: “We need a meaningful strategy that will help us succeed, and that we will actually implement.” Too many strategic planning processes are frustrating exercises that go nowhere. You can coach your clients to develop a real strategy that actually gets done.
Engagement Nine: “Our team is not performing as well as it could.” Team coaching is a fantastic opportunity, because you can help team members understand how to work together better, resolve conflicts that inevitably come up, and reach new levels of performance.
Engagement Ten: My personal favorite engagement is a leader who says, “I just want a sounding board and coach who can help me get better.” We call this a leadership tune up. Nothing is more fun than coaching a dynamic leader who is open to coaching and just wants to keep getting better.
Executive Coaching is a great field, if you have the right training, tools, methods and support. The Center for Executive Coaching is the best choice for seasoned professionals who won’t tolerate fluff and understand that clients expect results. Join us today at centerforexecutivecoaching.com.