Executive Coaching and Mentoring benefits both the individual and the organisation. Consider this:
If you wanted to help an employee:
- achieve a new skill or competency to improve effectiveness;
- clarify goals – both work/life;
- maximise an individual strength;
- improve his/her personal self-management;
- overcome a personal challenge or obstacle;
- prepare for a new role or responsibility;
- increase their job satisfaction, motivation and loyalty…
… coaching will do it.
If you want your team to:
- promote greater risk appetite;
- develop their full potential;
- improve performance and productivity;
- get better working relationships;
- support improved quality of life overall;
- develop more creative ideas;
- create more time for management;
- make better use of the potential skills, resources and people in the organisation;
- become more flexible and adaptable…
… coaching will do it.
IMHO, the reason coaching works is that it doesn’t set out to be psychology…. it doesn’t set out to be psychoanalysis. The reason is that coaching starts from now. What have we got to work with now – warts and all. Without needing to go back to extract the reasons why, we have potential today, and we look forward not back. This approach changes everything and makes coaching a pleasure for the coach and the coachee (the recipient of the coaching).
Some people are embarrassed or fearful when I suggest they would benefit from coaching. However, who wouldn’t want someone to listen to the most important person in the world (themselves) talk about their concerns and issues in a genuinely helpful yet objective and neutral way? Most executives crave this sort of conversation because politically they can’t have it with their peers, their boss or their direct reports.
Ethical Leadership:
In recent years, as well as financial results, business ethics has emerged as a standard by which to judge an organisation. While many reports rate major corporations, medium sized businesses are rarely measured. Yet in today’s competitive climate, all organisations need to be aware of the importance of promoting business ethics. Ethical leadership makes financial sense because it addresses employee loyalty, churn and retention; get this wrong and it’ll cost you – big time.
Knowing how to inject a strong ethical focus into everyday business practices and understanding how to communicate the importance of ethical behaviour is an important top-level leadership skill to develop. In my opinion it stems from a strong set of values, stated and restated in communications across the organisation. Elicitation of these values is intrinsic to the Delta Framework for promoting change.
