Executive Coaching: A Leadership Development Tool for Top Performers By Gayle Lantz

"Coaching" used to be a popular approach for derailing executives or professionals whose performance needed a lot of work. Got a problem? Get a coach. However, increasingly, coaching is being sought by some of the most successful executives in their field - those who want to get even better at their business game. So the new thinking is…

Got a goal? Get a coach.

Executive coaching has evolved quickly over the years. Some consider it a field in itself; others consider it a form of consulting. There are many interpretations for "executive coaching". No matter how you define it, coaching can be a useful tool for executives who want to develop as leaders. Rather than debate the definition of coaching, it's more important to consider the type of coach and approach that's most appropriate for you given the results you want to achieve. Some executives have difficulty art iculating concrete desired results, but a skilled coach can help. Often executives simply haven't taken the time to slow down and think things through.

Coaches come in the form of business professionals, psychologists, trainers, consultants, authors, etc. They come from all walks of life. Some are tough, challenging and direct. Some are sensitive, encouraging and indirect in their style. Some impose a particular process. Some are more flexible. A consultant with expertise in communication may focus on executive coaching that emphasizes presentation skills. A fashion consultant may offer executive coaching with an emphasis on professional appearance. Other executive coaches focus on leadership skills or business strategy. The approaches are as varied as the professionals who deliver coaching services.

Selecting a Coach
Ultimately the most important factor in selecting a coach is the coach's track record and his/her ability to establish the kind of relationship with you that helps you achieve results. Senior leaders who have few peers seek out coaches to discuss business and professional goals. It's a decision that should not be made lightly.
Coaching relationships can be structured a variety of ways. Consider whether you want to work with a coach in person, by phone or both. Know what's most important to you in selecting a good coach. Finding the right fit is everything. You'll know you have the wrong fit if you feel you're wasting your time, dread your coaching conversations, or focus on issues that aren't directly relevant to your goals. Listen to your instincts and find the best fit.

Coaching Issues
With the complexity of issues that challenge executives, there is never a loss for discussion topics between a coach and client. Below are a few of the issues that many of today's top-performing leaders discuss with their executive coaches:

• Staying focused on top priorities
• Increasing accountability for follow-through
• Building skills in particular areas 
• Dealing with organizational politics
• Thinking strategically
• Handling stress & avoiding burnout
• Managing teams & dealing with sensitive personnel situations
• Influencing others
• Negotiating
• Brainstorming new ideas/creative thinking
• Personal career planning
• Life-work balance issues
• Establishing clear goals and action plans

Success Factors
In addition to finding the right coach, here are a few success factors to keep in mind for those who engage in a coaching process.

• Establish clear guidelines for the relationship and coaching process on the front end. Don't make assumptions.
• Share feedback. If something is not working, discuss it.
• Acknowledge progress and successes along the way. This helps build momentum.
• Involve other stakeholders if necessary. In some cases, others in the organization can participate in the process to share input and feedback.

Executive coaching is not for everyone. It's only for those executives who are highly motivated, who are committed to leadership development and who want to engage in the process. Expect a minimum commitment of six months to a year.

Company Sponsored Coaching Programs
Many more companies now recognize the importance of promoting coaching within their organizations. Many have formal coaching programs that include internal and external coaches. Organizations that sponsor coaching programs need to be diligent about connecting the benefits of coaching with business results in their organizations. Without a results focus, organizations run the risk of promoting coaching for its own sake - a "campaign for coaches," instead of solutions for executives. Coaching is simply a means.

Corporate initiatives that mandate or roll out a coaching program too broadly jeopardize the effectiveness of the program. Often those who need coaching most are least likely to be open to the process, but top performers are always looking for a leading edge.

Finding the right coach can be the leading edge you need to succeed professionally.

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Call now for a complementary Coaching Conference to discuss how we can provide the best practice for Leadership Development at 609-390-2830.

Coaching For Results

In a most recent survey, thousands of employees were asked “what they planned to do differently in 2009?” and here are the results:

• Most will be focusing on themselves and trying to “get fitter” (53%)
• Most will be scheduling more time with family and friends (24%)
• Many will be looking for new employment opportunities (13%)
• Some will try to work harder (6%)
• And the minority will do nothing differently in 2008 (4%)

I can visualize that every executive, manager, supervisor or employee will be getting up earlier and rushing to the gym to knock of the weight and trying to tone up for the “bikini” season, then rushing off to work to give everyone the appearance that they are working harder than they did last year even though some of that energy will be spent looking for new employment opportunities, and then scurrying home to have dinner with the family and bathe the children, then hop in bed by 9 to get ready for the next day. WOW!

It really sounds and feels stressful to me. How can someone do all that and not get stressed out.

Hiring a Coach will help you formulate a “game plan” together that will enable you to reach your goals in a shorter period of time without as much stress.

Innovative Leadership Coaches for Results!

Why Hire a Coach? By Richard Hohmann

Work–Life Balance still a Key Issue for Men

A new Workplace Insights survey found out that half the moms say they split their time equally between work and home while just thirty – two percent of the men said they balance their work-life equally.

Men have a more difficult time of balancing their work-life and really would prefer more flexibility that would enhance their work-life balance. Flexibility doesn’t replace good time-management skills and most male managers need to improve their time management skills. They attempt to use the latest electronic devices to compliment their lifestyle but end up spending thirty percent more time working with the device as opposed to just writing it down, on a legal pad or whatever is available.

The use of a paper planning and administration system may save you up to thirty minutes a day, but who’s counting? Make sure you use the tools that compliment your work-life goals. A Business Coach who is well versed in Time Management techniques can offer you options that may help satisfy that work-life dilemma. Remember, just because you think it should work better, doesn’t always mean it does.

Richard Hohmann is the leading Coach of Innovative Leadership. Call to test drive coaching for 30 min, no obligation. 609.390.2830.

The Call from the Family

Several years ago, I attended a certification program for coaches titled, “Coaching the Small Business Owner”. The course was designed to provide how to coach a small business owner through the “rough waters” of small business ownership. The course demonstrated how superior coaching competencies could compliment the achievement of the small business owner. It was apparent that from the start, the small business owner wanted both a sounding board and a resource that would he or she could now call, “Coach”. Coaching is different than consulting and most consultants claim that there is no difference but that is an argument for a different day. Coaching skills coupled with strong business acumen are certainly the competencies needed to work with any business owner. The majority of small business owners are about to transition their business to other family members within the next ten years and most have not designed an “exit” plan or succession plan. It is really discouraging that most financially successful business owners don’t have a plan for transitioning themselves out and the family members into the decision – making roles.

The following facts are presented in The Pricewaterhouse Coopers Family Business Survey for 2007/08:

• One –quarter of the family firms in the survey are due to change hands within the next five years


• Half of those companies are expected to remain in the family
  Yet almost half of all responding companies have no succession plan, and the percentage is even higher in small firms or those that have been in business for fewer than twenty years.


• Eighty – four percent of the respondents aim to pass their companies on to their descendants compared to less than half of that in Europe and other areas of the world.


• Two –thirds of family businesses have no defined criteria for choosing which family members who want to take an active role in the company should be allowed to do.


• More than half also employ relatives without requiring them to compete for their jobs on the open market.


• More than two –thirds of companies in the survey had no procedures in place for dealing with disputes between family members
  
  
  Remember, an effective succession plan assesses the company’s leadership needs, determines the positions needed to continue the achievement, and identifies the core competencies needed for those positions. In other words, who is going to assume the roles of the family members starting to leave through the back door?
  
  The fact of the matter is that the small business owner is not a good planner. Most owners are great tacticians and manage the business on a day-to-day basis very, very well. After all, this is why most started the business. They were the best technician, and no one asked them if they were a good manager, or visionary. Now suddenly, they are asking their family members to be much more than they were. Many business owners have commented that they don’t have a high confidence level that the next generation can make it as successful as they did. The younger family member wants to know why their ideas and recommendations are not being readily accepted. Most wonder why the other is not listening to the other and why communication is becoming more difficult than ever. My listening skills have never been more tested. Both sides claim that they are not being listened to by the other nor do they feel that either is exhibiting any compassion, so communication has come to a standstill.
  
  It’s seems to me that it is now time to call the “Coach”. Most businesses have their professional advisors like their lawyer, accountant and possibly a business consultant. Most family members have their own financial advisor, stock broker, counselor or whatever. The coach is now being asked to be the conduit between all of the above focusing on the new members of the family and the exiting family members. It becomes the role of the coach to assume the following responsibilities:
  
  · Provide a communication channel for all parties
  · Make sure effective and open communication is present
  · Provide a fair assessment of the talent at the table
  · Make sure everyone listens to “what” is being said and not “how” it is being said
  · Confirm understanding and expectations
  · Encourage participation
  · Hold people accountable
  · Monitor the implementation of ideas, policies, procedures, etc.
  · Measure the results
  · Celebrate successes
  
  
  The above certainly looks like a Results-oriented model that I like to use in the coaching environment. I know that Business Coaching can provide an integral component to the transition or transformation of any small business between family members. Most family disputes are focused on the skills, competencies, behaviors, and knowledge demonstrated by the younger family members while the younger members are wondering when the elders will finally let go. The experienced ones are questioning their fortitude, knowledge, ambition, and energy while the younger ones are wondering if the experienced ones will ever let go of ways they have been doing business. It certainly appears to reflect the Definition of Business Insanity, “doing the same thing over an over, yet expecting different results”.
  
  Sounds like we have to let the experienced owners transfer the positional authority to the younger generation and be willing to accept mistakes and just file them as a learning experience. It might also behoove the younger generation to ask questions and include the experienced ones in the problem-solving process. In reality, maybe the coach should focus the family more on how to better understand generational diversity and make the workplace an environment satisfactory to all. Good luck….and good coaching.
  
  Richard Hohmann
  
  For more information of succession planning (Exit Strategies) and Business Coaching, please call us for a complimentary Coaching Session or contact us

What Do Workers Need?

We are starting to focus on the “bottom of the barrel”. In the majority of companies, we have not integrated our business strategies into the culture of our workforce and are not challenging people to learn the skills that will enable them to lead our company long after the disappearance of the baby boomers.

Globally, we are struggling to acquire the employees we need. The demand for workers in the emerging markets like China is outpacing the supply of talent in those areas. The exodus of the “boomers” in the US coupled with the downsizing that occurred in the last fifteen years has left us with a void in talent that is now needed to fill key management positions.

We have not developed the talent that will provide the skills that we will need to achieve our business goals. Linking talent to strategy is something that we must focus on now, not in the future. Companies must focus on their best employees and make sure we give them what they want. We can no longer afford to spend the majority of our time bringing up the “bottom of the barrel”. The top performers in most companies want opportunities for personal development, feedback and positive discipline, and the ability to work with a mentor/coach in a non-threatening environment.

We have to re-energize the “boomers” to become the best teachers of experience and get the younger workers to become the teachers of technology so that the end product will be a high achieving workforce. We have focus on changing behaviors and learn to measure the change…..isn’t that what Human Resources all about?