zuback•crc - frequently asked questions

What is Executive Coaching?

When are Executive and Business Coaching used?

What is the Executive Coaching Process?

What is the Role of Coach, Client and Sponsoring Company?

What are some of the benefits of Executive Coaching?

Am I ready to work with an executive coach?

FAQs Quote Scroller

What is Executive Coaching?

Executive Coaching is a confidential, collaborative, intimate, highly individualized, non-linear process of exploration, inquiry, growth, learning, and development.

With Executive Coaching, Clients identify and understand those behaviors which contribute to their increased effectiveness, growth and performance, as well as those that detract from them. Change occurs in a Client’s thoughts and behaviors; new perspectives and operating frameworks are created. Clients develop the skills, perspectives, and insights necessary to effectively deal with current and future professional and personal change, and to make better decisions.

Executive Coaching helps create: greater self-efficacy, authenticity, long term excellent performance, self-correction, increased capacity, and greater competency. It is driven by the energy, goals, and willingness of an individual or team that desires to learn new skills and methods of operating.

Executive Coaching is not therapy or counseling, nor is it consulting, or a best friend. It is not, and does not, confer legal or financial advice.

Executive coaches focus on developing strategic thinking skills, broadening emotional competencies, expanding coalitions and networks, and building organizational culture through living the corporate values. An executive gains the greatest benefit from an executive coach if that executive becomes self-aware. Self-awareness suggests the executive’s willingness and ability to look at his or her strengths and liabilities and to seek help where there is need to compensate for what is lacking. During the process of executive coaching, the executive comes to understand what they do best and also where they might benefit from coaching.

| top|

When are Executive and Business Coaching used?

Business Coaching is used when the CEO, or a Board of Directors, needs to create a new, or re-energize, an existing organization as a whole within its industry and marketplace so better strategic decisions and execution occur; production, behavioral and financial accountabilities and success indicators are created; profitability increases; vision and mission are clarified; barriers to the business's current and future success are identified; and are its opportunities for growth are explored.

Executive and business coaching helps improve effectiveness in the following ways:
It develops more self-control and contextual-awareness in the workplace. The individual gains greater insight into how s/he functions as a leader and manager.

The individual using executive coaching will get greater understanding of other people, how they operate, their intentions, and how they think. This will help the individual to assist them to focus and align their intentions and actions with the organization’s agenda.

Communication skills will improve so the individual can better express her/his ideas so s/he can better influence and persuade others.
Recipients of executive coaching are increasingly able to better coach peers and subordinates. Greater attention to leveraging coaching opportunities will present themselves so the individual grows and develops as a leader.

Executive Coaching is used when there is interest by a CEO, or a highly valued executive, or group/team to:

develop full potential

improve performance

become more effective

enhance or create leadership

get “unstuck”

become more creative and innovative

be more able to lead and manage within the polarities and paradoxes of today’s business environment

learn and incorporate new skills, behaviors, and methods for operating

create, manage, and improve relationships

plan and manage succession and careers

Coaching Indicators

Coaching is used to develop leadership and executive effectiveness. Some indications that leadership is lacking and/or an executive is not effective are:

an executive, or leadership group is not able to develop nor execute the business’ strategic and tactical plans

follower-ship is lacking or missing

required teams are missing or ineffective

necessary competencies are missing and need to be acquired or developed

follow-through is lacking

desired behaviors and values are not modeled

required results are not being produced

Problems also arise from an executive’s inability to develop successful interpersonal relationships. Examples often appear as:

a tendency of the executive to over or under control

little or no sensitivity to inter-departmental relationships

promises are broken

personal communication style creates conflict, uneasiness, and performance issues with peers, subordinates, or superiors

Other indicators for executive coaching are a lack of motivation or performance because of the inability to effectively manage change. This is often seen as:

failure to embrace new approaches

inability to adapt to a new management or leadership style

failure to assimilate into a new corporate culture

poor energy and time management

inability to delegate work effectively

being stuck in old patterns of thought and behavior

| top|

What is the Coaching Process?

The Executive Coaching process customarily consists of four phases:

Phase 1. Pre-assessment and Contracting

The Sponsor of the Executive Coaching (Corporate Board of Directors, CEO, or the designated Senior Executive) meets with the Executive Coach and the individual executive or team (Client), identified as the coaching candidate. Topics discussed include:

executive coaching process itself

reasons and purpose of the coaching engagement

time frames

goals and outcomes

reporting schedules and relationships

commitments for participation in various assessments and other data gathering methods, including confidential multi-rater (360°) interviews

confidence in the process

Phase 2. Assessment

The Client may participate in various behavioral and personal assessments and inventories as determined by the Coach. Also, the Client may be observed in action by the Coach.

Phase 3. Action Planning and Implementation

After the completion of any assessments, data is shared with the Client. The Coach and Client establish an action plan to achieve the goals determined in Phase 1. A progress reporting schedule is developed, accountabilities and measures are discussed, and the meeting schedule between Coach and Client is created.

Phase 4. Closure and Follow-up

The Coach provides a summary of the accomplishments, an evaluation of the process, and will identify and discuss the Client’s remaining developmental needs.

| top|

What is the Role of Coach, Client, and Sponsoring Company?

The role of the Coach is to:

impose no judgments, systems, solutions, or otherwise control the outcomes that impact the Client

actively listen with intensity and focus

challenge assumptions

ask focused probing questions

provide insights and alternate perspectives

give the Client clear and unambiguous feedback

keep the Client’s focus on the desired outcome/growth

help Client discern the important from the urgent

support the Client’s accountability

keep Client moving forward and in an action mode

The role of the Client is to:

be committed

honestly and frankly identify and discuss professional and personal issues, desires, aspirations, barriers, conflicts, and perspectives that prevent goal achievement

prepare for coaching meetings in order to achieve maximum benefits

prioritize the successes and issues to be addressed in the meetings

provide the Coach with a copy of any written assignments

regularly give the Coach feedback and an evaluation of the process so Client and Coach can track progress

maintain the power in the coaching relationship

The role of the Sponsoring Company is to:

be clear about its intention for the Executive Client

be unequivocal in its sponsorship of Executive Coaching

be committed to the Executive Coaching process and be part of it

support the Client's development and accept change

develop skills for giving and getting feedback to/from the Client

| top|

What are some of the benefits of Executive Coaching?

Some of the benefits of coaching that researchers and company executives have regularly identified as substantially relevant to improved business strategy development and implementation include:

A greater sense of confidence in both facilitating the decision process and effectively getting the tough decisions made

The ability to motivate people to exceed expectations

A better understanding of teamwork and shared accountability

A clear focus on what's needed for success

Realistic and understandable implementation and contingency planning

Development of appropriate competencies needed for success and greater competitive advantage

Less wasted time and fewer delays for competing in a tough market place

A shortened time horizon between planning and results

A heightened awareness and greater understanding of how you and other people operate, determine and carry out activities to fulfill your and their intentions, and how you and they think.

| top |

Am I ready to work with an executive coach?

Executive Coaching isn’t for everyone. To participate in executive coaching the individual must possess and demonstrate integrity and courage and be ready to engage in the process. If you answer in the affirmative to the following statements, consider working with an executive coach from zuback·crc.

There are areas where I can improve my effectiveness.

I’m looking forward to partnering with an executive coach.

I accept change and growth in me, and others, is possible and will look for opportunities to develop my self and others.

I’ll be at my best for coaching meetings and will do the work I need to do.

I know executive coaching is a custom non-linear process of self-development and learning.

I’ll schedule and treat coaching meetings as a high priority.

I believe this a good or appropriate time to invest in my professional and personal growth and development.

My organization will sufficiently support my working with an executive coach.

I will dedicate the energy needed to maintain power in the coaching relationship and process.

| top |