“Change is inevitable. Growth is intentional.– anonymous
When people feel powerless to change, it is often because:
- they may believe other people, a system [society, employer, etc], or in some cases, old learned behaviors and habits are in control, and therefore they have limited options
- they may need new behavioral tools in their toolbox, as well as guidance and support to help them practice more positive behaviors until they become natural [fake it ‘til you make it.]”
- or they may be unwilling or unable to change enough to meet the requirements of their chosen career or employer expectations. When this happens, the goal is to facilitate the coachee in the development of a new career plan, consistent with their capabilities and personal goals.
Whether the individual is an executive, team or project manager, or individual contributor, the typical coaching client is open to learning and development, and understands that objective feedback is an important element in the development process.
“Learning is not compulsory. Neither is survival.”– W. Edwards Deming
What is Leadership Performance Coaching™?
There are various coaching relationships, styles, methods and areas of focus. A coach facilitates the client in discovery, self-awareness, goal-setting and accelerated development to achieve goals. The coach also holds the client accountable for commitments – for example to practice new behaviors. Coaching is often confused with mentoring. Although they are different methodologies, in some relationships or situations, a combination of the two [or teaming the client with an internal mentor as part of the development team] may deliver the best results.
Question: “How many leadership coaches does it take to change a light bulb?”
Answer: ”Only one, but the light bulb has to really want to change.”
Leadership Performance Coaching begins with an understanding of the role an individual’s thoughts, beliefs and perceptions have in developing their workplace relationships, behavior and performance. Our thoughts, perceptions and beliefs govern our behavior. When we change the way we think about and perceive people and events, we can change our own behaviors and reactions – even if the external situation doesn’t change.
The success of this method is further supported by the facilitative coaching process, which alternates between structured and unstructured sessions, depending on the situation and needs of the coachee. We focus on one or two high-priority behavioral and performance improvement goals at a time. The coachee has assignments between sessions in order to accelerate the learning and change process.
“Sometimes the questions are complicated and the answers are simple.”– Dr. Seuss
How is the decision made to begin coaching?
As coaching has grown in popularity and more people understand its power in enhancing the quality of their career and life, individuals request coaching. More and more, having a coach is a sign that the individual is dedicated to career and personal growth. Many CEO’s now have executive coaches, to provide objective feedback and a confidential sounding board. Sometimes coaching is part of a corporate development program. It may also be offered as a primary component of an individual development plan. It is sometimes mandated as part of a corrective action plan.
“Vision without action is a daydream. Action without vision is a nightmare.”
– Japanese proverb
What is the expected result?
Outcomes of Leadership Performance Coaching are typically: greater self-awareness and self confidence, enhanced relationships with co-workers, as well as growth in leadership skills and in the other interpersonal and business skills that were defined in the coaching plan. In addition, depending on the goals and needs of the individual or team, Performance Coaching often results in specific leadership tools. Examples are critical thinking models, prioritization and time management tools, specific communications plans and tools, and other tools which will help support the individual far into the future. Coaching can also be for specific initiatives, such as a team transformation project.
Are tests or other instruments used?
The assessment phase of Leadership Performance Coaching typically includes a behavioral profile, one outcome of which is a leadership report which helps to guide the development of interpersonal behavioral goals. An informational interview with the coaching client also contributes valuable information at the beginning of the relationship. 360° feedback instruments may also be used as appropriate.
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