There are more and more owners, founders, boards of directors, executive managers who understand that the company’s assets are made up of their people. In business terms, your profit directly depends upon two factors, and both are human:
- Do your employees possess just knowledge or also know-how?
- Do they like their job at all?
Why do companies opt for executive coaching?Because real leaders want more, because they know they can do better. And because by investing in the leaders’ skills and motivation, they increase productivity, improve processes and develop teams. Productivity, processes and people are key elements of any company’s success, right? They directly affect profit. They form an image. They have an impact on customers. They make a difference in the competition.
Why do leaders not turn to HR for executive coaching?Well, first of all, not all companies have a specialised service aimed at developing employees and executive management. Second, not all human resource development specialists are coaches. Third, clients need reassurance that their coach will be completely impartial, so they prefer to opt for external coaching support. Furthermore, the factor of complete discretion and mutual trust that everything that is discussed in the coaching sessions will remain between the coach and the client, must be guaranteed. The reasons why executive coaching companies hire an outside coach outside are pretty obvious.
Executive coaching is essentially a business project in which the client and the coach cooperate for the benefit of a third party – organisation. The executive coach must be confident in the knowledge of business processes, and it is desirable that he/she has extensive personal experience as a senior manager. If in life coaching the emphasis is put uniquely on personal relationships and goals, in executive coaching the goals of the company and the team led by the client are added to this set. That is why the actions and attitudes of the client’s team, as well as the suggestions of topics for executive coaching that come from the company itself, are an important part of the overall picture.
Organisational coaching topics typically follow local, specific needs of companies, but also include global business leadership trends. Many impose themselves as the company’s need to respond to changes in the market, on the global stage, among increasingly demanding customers and in conditions of accelerated digitalisation.
As oppose to trainings that lasts a day or two, in executive coaching there is continuity, a dynamic that gives clients enough space and time to change their habits and adjust their behaviour, increase their emotional and social intelligence and thus improve their leadership in an adequate, practical and efficient way.
Executive coaching is a common choice of companies that wish to manage their changes. By preparing leaders, processes, and people, the executive coach is of great help in resolving conflicts. Emotional barriers are overcome through executive coaching. Disturbed interpersonal relationships are repaired and employees’ dissatisfaction decrease. Executive coaching helps companies transform their organisational culture. It is easier to adapt to the new conditions through executive coaching. In executive coaching, those in charge of determining the direction become powerful and important wheel drivers of the company on its way to the desired goal. Briefly, if you have noticed that knowledge and ideas do not turn into a result in your company, it may be due to an implementation loophole. If you are not satisfied with the implementation, there is little chance that you will be satisfied with the management, and these are exactly the two key topics that executive coaching deals with.
