|
||||
| EXECUTIVE\PROFESSIONAL COACHING Fundamental to the executive development process is the need for organizations to provide a methodology designed to help an individual manager or executive with high potential reach a desired objective, evince changed behavior or attain some related outcome. As the inventory of skilled, dependable, mature people continues to shrink, meeting this need will become increasingly important to firms in highly competitive markets. The ability to increase or maintain market share will be directly related to the firm's maximal utilization of its most capable people. Beyond this issue exists an another phenomenon; more and more people are choosing not to become managers and many managers are choosing to leave the managerial ranks for less responsible, less stressful positions. The CEO of Manchester Consulting reports that, "These days, 80 percent of our workshop participants say they want nothing to do with management, a major shift from just a decade ago when 60 to 70 percent hoped to grab the golden ring." The coaching model is superior to traditional counseling because the coach necessarily becomes a partner to the client\candidate, while the counselor most likely maintains objectivity and remains detached. The coach becomes the leader and guide who uses a discovery approach to help the client bring forth the desired ideas and understandings. The coach becomes committed to the success of the client, who in turn must become committed to achieving the established goals. The coach deals not just in the cognitive domain of the intellect, but in the affective domain of emotion and he or she must be skilled in guiding the client into the conative realm by requesting actions of the client that serve to produce the desired results. This "whole person" approach is fundamental to the program's success because it helps to create a bond between the two. The relationship that emerges must be firmly based on a foundation of truth and honesty. At the outset of the process, the coach\client team establishes benchmarks that allows it to measure the incremental effectiveness of their efforts. The goals are directly related to the client's performance and can be measured against specific organizational objectives. The organization can thereby measure the value of the process and the growth of the person. The individualized one-on-one model allows the coach to tailor the process in direct response to the client's needs. The typical program generally covers 25 to 30 hours of contact; however, the duration can be varied depending on specific circumstances. We have developed a process with these characteristics:
|
||||
|
||||
