A633.8.3.RB - How do Coaches Help

A633.8.3.RB - How do Coaches Help?

Based on the readings reflect upon the statement below:

To be an executive coach, it is necessary to know that clients are the first and best expert 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, they already made a complete inventory of their personal or professional issues and of all possible options. Clients have already tried working out their issues alone, and have not succeeded.

Given the statement above what is it that coaches do to provide value to their clients?

Coaches provide a sounding board, direction, and, sometimes a confidant to executive clients. “Mindful coaches perfect a form of conscious and comfortable simultaneous attention to themselves, their coachee, the relationship between them, and the mental, emotional, and relational dynamics occurring in the moment.” (Riddle, 2012) Coaches give clients a place to think without the fear of sounding stupid or out of touch. By listening and helping clients answer their own questions, coaches empower clients to explore options.

Why is coaching a vital aspect of both leadership and strategy? 

According to the statement above, clients already know what the problems are. They already have ideas and theories about how to solve these problems. The coaches ask open and non-suggestive questions to help clients focus and prioritize these problems/solutions. “Open questions cannot be answered by ‘yes/no’ and non-suggestive questions do not imply an answer in any way.” (Obolensky, 2015) Coaches provide guidance and perhaps the confidence needed to make difficult decisions. Coaches know that clients probably already know what the answer is, or what the solution should be, they have the information in front of them but can’t see the forest for the trees. Through conversation and asking questions, coaches help to thin the clutter, mental, virtual, and physical, so that the clients can see and think clearly.

How can it make a difference in an organization?

Let’s face it; leaders who are overly egotistical and believe that they have all the answers are usually detrimental to the organizations they run. Leaders who are encouraged to use coaches, who seek coaches are more effective and well rounded. Taking advice…or even being open to advice suggests humility and emotional intelligence.  “Coaching allows someone to stay on a line of thought until it yields new perspectives and answers.” (Riddle, 2012) Being able to disconnect from the craziness of a day as an executive and seriously and mindfully focus on solutions and different aspects of a situation is essential and a coach enables this ‘safe space’ for executives to bounce ideas off a platform without risking any outside judgement.

What does this mean to you and your organization?

Coaching in my organization means that they care about their leader’s development. They are investing in the future leadership and understand that leadership isn’t completely just how someone is or isn’t. Leadership takes effort and continual improvement.

References:

Obolensky, N. (2015). Complex Adaptive Leadership. Farnham, Surrey, England: Gower Publishing Limited.

Riddle, D. (January 23, 2012) Three Keys to Meaningful Leadership Coaching. Center for Creative Leadership. Forbes.com. http://www.forbes.com/sites/ccl/2012/01/23/three-keys-to-mindful-leadership-coaching/#62b9a30d743f