A633.7.4.RB Clark_A - How Do Coaches Help?



How Do Coaches Help?

In this reflection blog I would review the following statement:
To be an executive coach, it is necessary to know that clients are the first and best experts capable of solving their own problems and achieving their own ambitions; that is precisely the main reason why clients are motivated to call on a coach. When clients bring important issues to a coach, often they already made a complete inventory of their personal or professional issues and identified all possible (known) options. Clients have already tried working out their issues alone, and have not succeeded.

Reflection on the Statement
     Clearly clients seek the input and guidance of an executive coach after they have already tried to solve their issues internally without success therefore exhibiting a desire to change.  One will question this decision as clients are the first and best experts capable of solving their own problems and achieving their own ambitions.  It seems odd that this is the main reason they are motivated to call on a coach for assistance.  In the past, coaching was used as a tool to fix problems or damaging behaviors at the top executive level.  However, today the coaching concept is centered upon “developing the capabilities of high-potential performers (Coutu & Kauffman, 2009).”   Which generate questions regarding how coaches to select a coach to begin with and later how that coach is to determine the scope of their work, measure progress and report outcomes (Coutu & Kauffman, 2009).     

According to Stevenson (2004), effective executive coaching can be used to result in any of the following:
§  support individual and organizational change performance, possibly by increasing   congruence with the mission;

§  provide adequate support to enable personal transformation and career role transition;

§  support the development of future leaders for the organization via enhanced ability for strategic thinking, providing vision and direction, accelerating change, intellectual honesty, integrity motivating and energizing people, teamwork, and partnering, influencing, delivering results, valuing all people, and/or developing people;

§  provide an adequate container to address a specific problem area or challenge; and

§  support and facilitate the creation of an organizational culture that values learning, creativity, and continuous improvement.


     Considering that executive coaching is for the client who is accountable for complex decisions I would agree that coaching maybe needed for optimal organizational performance and development during times of complexity and chaos.


Self-Introspection
     From a more personal connection to the concept of coaching, I understand and appreciate the value of having a coach or mentor for direction and support towards my professional development and personal accomplishments.  My coach was a program director at the time with a prior employer.  Although she was not my supervisor, she recognized my leadership abilities and requested to mentor me in an effort to prepare me for career advancement.  Originally, the coaching sessions centered mostly on professional development, leadership development and networking.  

     After consistent meetings, events and self-reflections it was apparent to me that this relationship was the vehicle I needed as a value added to guide me in the direction of professional and personal growth and development.  I have taken issues to my mentor/coach of which, I thought I knew had the answers for, only to gain a different perspective or idea.  This has taught me to be cautious when making decisions regarding complex issues. Currently as leader in my department, I am careful to wait until I am well informed and prepared to make a final decision on a given subject.
     After working together for the past four years I can whole-heartedly report that I have totally benefited from this relationship due to her dedication and commitment to support my personal development.  Having a community leader to commit herself to aide me in planning for and  conquering career and life challenges is an honor and I often remind her that many of my advancements and successes are of a direct result of her mentorship.   


Summing Things Up

     Working out issues alone has not proven to be the best method of resolution for leaders therefore the use of executive coaches is on the rise.  However, many surveys suggest that the industry is plagued with conflict of interest and questionable monitoring in an attempt to measure effectiveness (Coutu & Kauffman, 2009).  Whether business or personal, high level executives are not always experts at solving their own problems and they too require assistance.  The value of having a coach is that the executive will have a strategic business partner which reflects a relationship built on trust as the coach supports the client without judgment (Stevenson, 2004).  Coaches demonstrate their knowledge through past experience and results derived through application of basic competencies in the industry which the client is operating (Stevenson, 2004).  I feel that there is a time and a place for coaching and there is no harm in an executive having a coach to guide them through a complex situation or a chaotic stage in their organizations' development.  Just as a mentor/coach may be a catalyst to your professional, personal  and  leadership development. 

References
Coutu, D., & Kauffman, C. (2009, January). What Can Coaches do for you? Retrieved February 25, 2017, from Forbes: https://hbr.org/2009/01/what-can-coaches-do-for-you

Stevenson, H. (2004). What you need to know about coaching services. Article retrieved from: http://www.clevelandconsultinggroup.com/articles/coaching-services.php.

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