As coaching has grown in popularity within the last couple of years, it is only natural that the areas of specialty have also begun to expand. It’s easy to differentiate among forms of coaching by targets or end result required. Career coaching, for example, is defined as coaching meant to aid individuals looking to increase their professional career opportunities. While both career counseling and life coaching can lend principles and practice methods that an executive coach would use, they focus solely on the individual client and his needs and ambitions. Executive coaching targets the needs and goals of the executive and the sponsoring business.
Unlike most others styles of coaching, Executive coaching requires a professional, their manager, and organizational framework (as represented by the interests of the business and supervisor, including the fact that the organization typically pays for coaching services). This fact by itself would appear to distinguish executive coaching from other approaches, where there is a coach and client only.
There can be little argument with regards to a process which promises to provide learning and development, especially when it is said to generate improved effectiveness and performance, yes the number of office professionals and executive managers who seek out a coach for improved performance is still as low as 1 in 20 in Australia but the practice of having a coach is gradually becoming popular as individuals realize they are capable of so much more.
Most of us are relatively confident with the concepts of learning and advancement – there is a feel-good element about developing yourself and growing as an individual. After all growth is one of the six-core human needs we aspire to achieve. With this in mind, why then aren’t more people seeking out an executive coach?
Working with a coach means embracing change, looking outside the box we’ve been living in and working through your thoughts and feelings. When we are asked to explore these we can become guarded about the notion that there are facets of ourselves, whether those relate with our thinking, our psychological self-management or our behaviors that require attention. Who wants to be told there is a better way, right!
Executive Coaching entails three levels of learning:
Tactical problem solving – Establishing leadership capabilities and new methods for thinking and acting that generalize to other situations and roles.
Learning how to learn – Developing skills and behavior of self-reflection, which guarantee that learning, continues after coaching ends.
Teach habits of learning and self-reflection, which will last a lifetime – Enabling the executive to keep improving all through their career with out long-term dependency on the coach.
That’s why working with a professional like an executive coach can be so effective. They can challenge your thinking in a way that creates more options, healthier strategies and more effective self-leadership so life’s little challenges can be easily managed.
The learning and development you gain from coaching is associated with performance improvement and facilitates personal growth and change that leads to better results.