Years ago, coaching was viewed as a way to improve “problem” managers. In the late 1990’s, coaching became a perk for senior executives. Today, coaching is considered an effective process for helping managers – of all levels and abilities – meet their goals.
While the term “coaching” is used regularly in organizations, it often is just a catch-all phrase for skills training, instruction and daily guidance. Coaching – sometimes called management, executive or leadership coaching – is a process in which a qualified coach works one-on-one with a leader – the “coachee.” The coachee and the coach collaborate to assess and understand the coachee and the developmental task, challenge current constraints while exploring new possibilities, and ensure accountability and support for reaching goals and sustaining development.
Some companies provide coaching initiatives for new employees, employees taking new positions and high-potential employees, or those who need to improve their capabilities to succeed at the next level. Most coaching engagements are intended to help managers make progress on specific developmental goals. Coaching engagements usually last from six to 18 months.
A good coach will help you develop clarity of purpose and focus on action. With a coach you will work on making the specific behavioral changes you want to make, leverage your strengths to become more effective in your work; and identify and address development needs.
Consider hiring a coach if:
From the Center for Creative Leadership (CCL)’s April 2003 eNewsletter: Considering a Coach?
For the fourth year in a row, the Center for Creative Leadership (CCL®) ranked No. 4 overall in the 2017 Financial Times worldwide survey of executive education. CCL has earned a Top 10 ranking for 16 consecutive years and remains the only institution among 85 in the survey focused exclusively on leadership development.