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Vivente-Executive-Leadership-Coaching
1.
How to optimise the outcome of executive leadership coaching Copyright © 2014 Viventé Australia Page 1 How to optimise the outcome of Executive Leadership Coaching Executive leadership coaching has proven itself an effective investment in the development of an organisation’s talent pool of existing and emerging leaders. That’s why today so many businesses seek some form of executive coaching to support their leadership. Because effective executive leadership coaching addresses ‘professional’ and ‘personal’ aspects that influence an executive’s behaviour and performance, it’s easy to become confused by the myriad of coaching options that are available. Choosing the right kind of support is essential to a positive outcome. When a coaching engagement does not result in the desired and expected outcomes, the business loses more than the cost of the engagement. Not infrequently, the lost opportunity costs are more than anyone feels comfortable assessing. Sorting out your executive coaching options More than a few unhappy experiences start with the choice of the coach. The truth is that the executive coaching business has few barriers to entry. As executive coaching has proven its effectiveness, the executive leadership coaches with the strongest track record have begun to earn a premium – and many business and personal life coaches are eager to join their ranks. That’s why it’s important to understand a coach’s background. What kind of coach are you looking at and what methodology do they apply? What’s their approach to objectives and outcomes? Typically a qualified executive leadership coach falls in the range between a business coach and a personal life coach: A business coach excels in supporting the strategic and operational aspects of the executive’s responsibilities, but typically does not address the human elements of his or her performance. A life coach, who is geared to help clients identify and achieve personal goals, may address the human challenges revealed in a business setting.
An executive leadership coach had the breadth and depth of skills to effectively connect the professional and personal. Grounded in business needs and strategies, these coaches understand that although emotions, beliefs and values are personal, they typically influence, affect and even guide behaviour – the very foundation of professional performance. The difference between the three types becomes clear when you consider the nature of coaching assignments. For example, one executive may be reluctant or lack the skills to manage organisational dynamics or office politics, and may shy away from the responsibility. Another executive might overuse those skills to the point of seeming inauthentic or overbearing. Who is best qualified to assist?
2.
How to optimise the outcome of executive leadership coaching Copyright © 2014 Viventé Australia Page 2 How to optimise the outcome of Executive Leadership Coaching A personal or life coach with limited experience in the organisational context may not know how the politics in an organisation work. A purely strategic business coach would resist providing guidance and expect the executive to figure out the politics on his or her own. Although some business coaches might provide strategies, typically these prove to be only shallow solutions because they do not address the personal barriers to effective behaviour.
An internal mentor, swimming in the same political environment as the executive, would also be ineffective, due to the blind spots or unconscious acceptance of the status quo. An effective executive leadership coach has experience and understands the political patterns of organisations in many industries, and so can easily see what’s going on in the client executive’s milieu. The effective coach quickly recognises how the executive needs to play, identifies any personal barriers the executive puts up, and develops the executive’s skills needed to win the game and achieve the business objective. In short, an executive leadership coach is an expert in developing an executive’s strengths in both the personal and professional realms, in real time, with a focus on solving the organisation’s real problems. According to the specific situation, executive coaching may assist: Professional Assignments Personal Assignments To align personal role and function with organisational success To develop and implement appropriate strategies and systems To communicate effectively up, down, across and within the organisation, and to the external stakeholders such as customers and analysts To build strong connections, advocates and a support base To understand culture’s role in making operations run successfully and easily To consciously influence others and the culture they create To recognise the impact of personal emotions, beliefs and values on performance To manage emotions, beliefs and values effectively, including those of self and others To build confidence and self‐esteem To let go of the need to be perfect To lift out of day‐to‐day tactics and make time to address strategic issues To balance work and personal life To build gravitas and presence
3.
How to optimise the outcome of executive leadership coaching Copyright © 2014 Viventé Australia Page 3 How to optimise the outcome of Executive Leadership Coaching Executive leadership coaching in action Defining the desired objectives and outcomes and how to measure them is critical to a successful Executive Leadership Coaching engagement. Typically, a coaching program with an individual executive will further the goals of the organisation by focusing on one of these themes: Coaching ‘up’: Prepares and ensures future leaders are ready to capitalise on opportunities as they arise – often aligned to a clear succession plan. Coaching ‘In’: Accelerates success in transitioning to a new role and and/or new culture Coaching ‘For’: Maximises an executive’s potential sooner by building strengths and addressing gaps to meet objectives in a development plan. In each of these situations, an executive leadership coach with the broader set of ‘personal and professional’ coaching skills can approach the needs more successfully than a specialist. For example, when the challenge is to coach ‘up’, a life coach is unlikely to understand the organisational and strategic issues. Typically a business coach can come up with an excellent strategy and plan for succession but, no matter how clear such a plan may be, if it’s not supported, its success is clouded with doubt. The client executive still faces the reality of implementing the plan and gaining the acceptance and support of the organisation’s people and culture. Here’s where an effective executive leadership coach makes all the difference fostering the kind of communications that aligns the people and culture with the plan. In fact, whether coaching ‘for’ accelerated effectiveness in a current position, or coaching ‘in’ to a new position, this ability to align people, systems and culture is the cornerstone of executive success.
4.
How to optimise the outcome of executive leadership coaching Copyright © 2014 Viventé Australia Page 4 How to optimise the outcome of Executive Leadership Coaching Comparing potential sources of executive coaching To summarise the ways an executive leadership coach may be better suited to help you develop executive leadership skills than a business or personal life coach: Executive Leadership Coach Business Coach Personal or Life Coach Skills and Experience Has business and organisational experience relevant to the business objectives
Has mastered a variety of theoretical frameworks, behavioural tools and methods to facilitate change in both behaviour and systems Maintains clear boundaries around coaching for ‘the personal’ without stepping into counselling Has the accreditation necessary to administer a variety of assessment tools Ability and comfort to facilitate both the ‘professional’ and the ‘personal’ Can describe how they maintain their currency and professionalism in both the ‘professional’ and the ‘personal’ Coaching Philosophy Intends to deal with the organisation’s business issues, on a real‐time basis Aims to expand the client executive’s choices to enhance self‐awareness, personal effectiveness and leadership impact Sees coaching as an investment in the individual, not the method of ‘fixing’ Takes account of the influence of the organisation’s culture Fosters personal accountability and a self‐driven approach, building independence not dependence on the coach
5.
How to optimise the outcome of executive leadership coaching Copyright © 2014 Viventé Australia Page 5 How to optimise the outcome of Executive Leadership Coaching Communication and Confidentiality Keeps the organisation appropriately informed of progress towards objectives
Fully protects the confidentiality of the coach‐client relationship Process Grounded in defined goals and measures of success which reflects business value to the organisation Includes assessment and development of personal skills and behaviours that allow the individual executive to achieve the objectives Build your leadership effectiveness with Viventé You can count on the Viventé Australia Executive Leadership Coaching Process to bring: A three‐way partnership – coaching client, coach and sponsor Clarity on objectives and measurable outcomes before we start Diverse skills, knowledge from a wide range of industries, and local and global leadership experience Evidence‐based approach Coach‐matching to best suit the client and the desired outcomes Well researched tools and robust methodologies Regular, manageable time together Tackling real issues in real time The process is structured so that you have confidence around objectives and outcomes, yet is flexible enough for just‐in‐time conversations when you encounter a challenge that’s not anticipated by the plan but is highly relevant to the objectives. You’ll discover our commitment to flexible, structured processes with your first call. We will take you through Viventé Australia’s needs assessment methodology which identifies your coaching requirements and objectives. We won’t start any engagement until we have done that. Once we understand the nature and scope of what is required, we can guide you to the best solution. After all, executive leadership coaching may not be the right solution for you right now.
6.
How to optimise the outcome of executive leadership coaching Copyright © 2014 Viventé Australia Page 6 How to optimise the outcome of Executive Leadership Coaching But we won’t know until we get through the needs assessment process! The key is to start the dialogue now and get the recommendations so that you can start taking your leadership effectiveness – and consequently your business – to the level you desire. The Viventé Australia Difference Executive Leadership Coaching is one way Viventé Australia develops high performance leadership that seeks to dramatically boost success by raising individual, group and organisational capabilities. Our highly successful leadership and organisational development methodologies and tools are designed to assist you strengthen the bond between people and performance. Viventé Australia has completed successful Executive Leadership Coaching programs with businesses of all sizes, from start‐ups to multi‐million dollar companies with diverse executive and team development needs. We’ve been executives ourselves so we understand the power of culture and behaviour on corporate results. Our coaching programs are driven by something unusual in our business – a strong belief and committed execution to your success. These aren’t just words to us. They are the foundation of our business. Our passion, coupled with our drive for success, enables us to create leaders of the future… and today. To learn how Executive Leadership Coaching can accelerate the success of your organisation please contact: Viventé Australia Level 33, Australia Square 264 George St Sydney, NSW 2000 For assessment and recommendations, please call: Peter Ivett, Managing Director, Viventé Australia Telephone +61‐2‐8211 2771
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