COACHING

Nancy Kline said:

“The Brilliant executive coach is the one who brings out the brilliance of the client.”

Do you want to try brilliant?

Now that we have grabbed your attention how do you separate the authentic executive coach from those who say they are executive coaches? Most leaders consider some of these before they engage a coach; Do I like them? Can I open up to them? Also, do I get a good sense of chemistry around them?

You might also ponder if you are personally motivated to change? As this will be needed if coaching is to work for you. These are good things to consider but we do not suggest you should start there.

Many people these days advertise themselves as executive coaches via their web sites or LinkedIn. Did you know that the professional title of coach is not protected in any way?

So, we think you should also ensure the following:

  • We hold a coaching qualification
  • We are members of a professional body
  • We work to a Code of Ethics and Competence Framework
  • We have regular professional coach supervision with a coach qualified in supervision
  • Our founder is MBTI, Kleiman and PROPHET team profile certified practitioner
  • We have over 400 hours of coaching client experience
  • We have a business model that has been tested by competitive tender on quality and price
  • We can refer you to other equally skilled coaches if we are not the right fit for you

 

Professionally qualified coaches like us work with individual leaders and teams when they have mastered the technical skills of their role but need to improve organisational performance, lead a major transformation in business or recruit and build new teams. It is also useful to offer coaching to your brightest and best new recruits who have the potential for the board room. Coaching is also helpful is support to those about to go to university or entering graduate careers. Psychometrics like the MBTi career report can really assist new leaders to develop and focus.

Coaching is effective because leaders also will need to manage the “soft skills” of interpersonal relationships. Growing self-confidence, presentation skills, resilience in self and team. Leaders also need to build trust, values & ethics, managing conflict, and thought diversity in their organisations.

Coaching is a big commitment for you and your organisation so please think carefully before you hire a coach. So, now you have an idea of what to look for in an Executive Coach why not give us a call or email? Amanda, our founder would be delighted to speak with you about coaching or Board development and facilitation.

We look forward to connecting with you.

I am a member of EMCC and I subscribe to EMCC’s Code of Ethics (see www.emccouncil.org)