Choosing an Executive Coach

View newsletter in original format    Choosing an Executive Coach In these tough economic times don't lose sight of developing your key talent.  Executive Coaching is a powerful process which can support your staff through the current high levels of stress. It will keep them motivated and focused. Significantly, it will help retain their commitment, engaging their ‘soul' in the business.  Learn the process of choosing an Executive Coach to ensure that your coaching is a meaningful self development process and not just a series of conversations! Below we highlight the key points in easy to follow steps. What coaching entails: Before you enter into any relationship with a coach, have you checked out he/she's done the hard yards necessary to be a quality coach? Do you know what coaching entails and what you can justifiably expect? Anthony Youds, partner in Crossroads HR, shares with us his expertise and outlines below tips he learned from respected coach Craig O'Flaherty of New Ventures West. "Go into any good book store today and you will come across shelves filled with books on how to coach and how to manage self-improvement. However, there is little written from the coachee's (the person being coached's) point of view. Coachee is an individual: It's vital that the coachee is seen as an individual and not an analogous whole. No one coachee will have the same issues as another, and focusing on these differences is important for a successful outcome. Coaching cannot be done from a prescribed text. When a coachee opens up to a coach he becomes vulnerable. The coach should respect the trust placed in him and recognise it as a privilege and not a ‘right'. Meet your coach half way: The coachee should realise that the coaching process will only be successful when they meet the coach half way and take responsibility for their actions. It's a two way process based on mutual trust and a frank exchange of viewpoints. It's no good assuming that the coach is a god who will fix everything with a judicious sleight of his hand. Before entering into any relationship with a coach make sure you are clear about your expectations. What do you think of the journey you're about to undertake?  What preparations mentally do you need to make to ensure the maximum benefit from this process? The language of coaching: Language is a tool which sets us apart from the animal kingdom. Ensure that your coach really hears what it is you have to say and how you say it. If you are using self-restrictive language then the chances are that your actions are self-limiting too. A coach should use a tool called language distinction which will empower you to make new observations about yourself. Coaching myths: So let's debunk some myths about coaching. Coaching is not a cult.  It is devoid of rites and a blind faith in a set of pre-ordained principles. A coach is not a father confessor. He does not have the power to magic away all your problems. Rather, coaching is a way of seeking clarity about your goals and then being able to implement steps to reach these objectives. It should empower you to interact with the world in a positive way and to remove any restrictions which prevent you from moving forward. Coaching should be: ·        a repetitive practice. You have to learn to walk before you run and to practise new ways of dealing with issues over and over again ·        approached with patience. In coaching we often talk about change happening in biological versus mechanical time. A great deal of patience and creativity is required to break down barriers which inhibit the coachee, either from within (personal) or outside (situational). ·        a way of letting go. As you develop personal awareness you can let go of old habits that are familiar and comfortable but restrict you from unlocking your potential. You can identify your limitations. ·        a new line of enquiry. By asking yourself different questions and by being curious about different outcomes you can shift your whole prospective. ·        accepted as a rigorous discipline. New behaviours need to be practised regularly and repeatedly in order for them to become second nature. ·        an entirely honest process. The best results are achieved with sincere and frank responses. ·        a flexible experience. Along the way, you may discover your focus changes, and, as a consequence, your goals need to change. It will require courage to embrace these new objectives. ·        undertaken as a serious commitment. Whilst your identified goals may change, your commitment to the process of self-awareness is critical. ·        conducted in a supportive manner. There may be experiences when you feel raw and vulnerable, so be kind to yourself and do not expect too much.As your journey continues you will notice new things about yourself. You will see benefits in other parts of your life - physical, emotional, intellectual and spiritual - not just in relation to your work. Your professional goals will become intertwined with your personal objectives. If you expect a quick fix, then you may find the coaching process frustrating. Enhanced performance is not something you can achieve overnight.Good coaching needs to focus on conduct which is sustainable, allows self-correction and is self-generating.  Above all, it should focus on what lies within the coachee and be able to release this wonderful potential."For a discussion on the leadership development and executive coaching work that Crossroads HR does, please give Anthony Youds a call on (03) 9862 5900 Contact us today on (03) 9862 5900 or email This e-mail address is being protected from spam bots, you need JavaScript enabled to view it