Executive Coaching
Executive Coaching: How it works
What is Executive Coaching?
“Executive coaching combines professional expertise and developmental insights to support leaders in navigating challenges, making strategic decisions, and achieving peak performance”.
Executive Coaching is coaching centred in the organisation and how you show up and develop as a leader within that organisation. It’s about personal and organisational growth; both personal and organisational goals and objectives are considered simultaneously.
Stepping up into a D or C-Suite role is a big deal. Being in an Exec’ or senior position can be stressful and at times lonely; the buck often stops here and there is often less confidential non-judgemental collegial support available. Coaching conversations are not generally about skills and performance; this is generally down pat. They are often about working out if the next step into a director or chief-of role is for you, working through feedback and development plans, finding that extra gear, opening up perspective, improving relationships and becoming an even better leader of people and business. As an Executive Coach I’m usually commissioned by the organisation to work with an individual(s) over a period of time with some specific intention..
Executive Coaching: What to Expect
You’ve probably flicked through some of my website, got a wee feel for me, my philosophy and credentials. I’m a trained, qualified and accredited coach with years and hundreds of hours of experience; I’ll do my best to answer frequently asked questions and give you as much detail as possible..
How I coach and what I bring to coaching doesn’t change whether I work privately or corporately within a workplace or organisation. How I organise my coaching and communicate with the organisation are the main differences. Lets assume you’ve checked my credentials and would like to begin the journey:
Executive Coaching, how does it work? The Client, The Sponsor and The Coach
Normally coaching is being sought on behalf of others, this may be by a line manager, someone in the leadership team or through someone the people department; (The sponsor). (This isn’t always the case, sometimes clients (the individual being coached) contacts me directly with full approval from the business; often they own the business). Essentially the coaching engagement is being commissioned and paid for by the organisation. This might mean there is a tripartite arrangement; the Client, the Sponsor and the Coach, it might not. Every organisation is different and may be looking for something unique to fit with their development agenda.
Executive Coaching: The Discovery Session
Bringing me in as a coach to work with members of the team as part of their next level development and personal growth is pretty forward thinking. There are so many reasons and situations where coaching can add value to both the individual and ultimately the business, so I like to have a little bit of context and background to the organisation’s, ‘Why coaching?’ and ‘Why now?’, and often the organisation will have some questions to help them workout why to choose me as their coach. I always suggest a Discovery Meeting with me and the key people sponsoring the coaching engagement; lots of space to ask questions of each other and decide if we’ll fit well together in this capacity. You can share what you’re hoping coaching will bring to your people and your business.
Executive Coaching: The Information Session
Assuming we decide to work together as organisation and coach, I will now have a good idea of what’s going on in your world and what you are looking for. Depending on the size and structure of the business, if you would like and if it’s appropriate a pre-start meeting with me, my coaching client and their line is useful to get a consensus around structure, how it works, key development areas and schedule a check-in at the end. Working with the senior team is different, this is usually more organic and an evolution of the discovery session. I can work within your chosen framework, the important part is to establish clarity on what that is.
Executive Coaching: The Chemistry Session
I need to meet my client (the person being coached), if I haven’t already. The chemistry between coach and client is vitally important. We both need to feel like trust can be built and we feel we can work together and create rapport. A chemistry session is vital for both of us to work that out - you’re investing in your people and I’m investing in my reputation.
Executive Coaching: The Importance of the Relationship
Being an external coach brings many positives which is a big part of chemistry and trust.
Non-judgemental Objectivity: I will understand your why’s and have a high level idea of your purpose and goals as a business but I’m not subconsciously or consciously attached to your organisational outcomes. The outcome of coaching belongs to my client. My focus is on my client, their lived experience. I don’t make assumptions and I can and do ask the obscure, obvious and daft questions that those embroiled in the day-day-day can’t see anymore. I’m trained, practiced and well versed in being non-judgemental of my clients, the business, anyone in it and importantly myself; this is vital and incredibly hard to achieve within the organisation. People who work inside an organisation are very attached to it’s and their own agenda.
Confidentiality and safe space: I’m a thinking partner. I listen deeply. I challenge, push, provoke and prod. I champion and encourage. I hold people accountable. Some of this is uncomfortable and I can only do this effectively if I create a brave and confidential space for my clients. From my perspective, what happens in a coaching session, stays in the coaching session and that’s a very firm boundary for me. My client is free to share what they wish with whomever they wish, so, what comes out of our coaching sessions will only come from them. The only exceptions are if I discover something untoward is going on or someone is in danger or you have specifically asked for some high level organisational thematic meta-feedback from a series of coaching programmes; this is can be very useful actually.
Outcomes: These belong to my client and how the present themselves within their organisation. I’m part of their journey but don’t take credit for their success, outcomes and outputs now or in the future. I always suggest a de-brief at the end of programme of sessions; a check-in, wrap-up, future planning. That’s often with the line or sponsor.
Executive Coaching: The Process
In corporate work the actual coaching starts with a minimum of 6 sessions; there is always so much more to unpick and unpack in an organisational setting than in private work. This affords my client the space, thinking and processing time to make some headway with what’s important to them and begin to see change.
Sessions are usually 2 hours. In my experience less than 2 hours feels like things are cut short just when we’re getting somewhere. Over 2 hours for many brings fatigue and can dilute the benefit. I can flex and tailor extended sessions if there’s something specific you have in mind; let’s discuss. The time between sessions varies and often depends on what’s on your plate. I am available for my clients within business hours via email and phone between sessions too - to share and cement those aha moments.
OOO. Out of Office. I don’t coach people in their place of work. Too many interruptions and inquisitive eyes. Getting out of your milieu both literally and metaphorically is vital for us both. We can work virtually or meet in a comfy neutral space for coffee. I often go for a walk with clients too; getting rugged up and going for a hoof along a blustery beach is quite liberating. Coaching doesn’t have to be sitting face to face in a room, although that works too.
Confidentiality. Session content is yours; it’s your story to either keep or share. I don’t share any content with anyone in your organisation. Obviously your line, sponsor or CEO will be interested in what you are getting from our sessions and how you feel you are progressing; it’s down to you (the client) to decide what and how to share what’s important. Normally this is fairly well organised and agreed as part of the coaching contract and you the client will have ‘check-ins’ and ‘1:1’s’ set up. We will arrange a debrief once the coaching concludes where I may make some recommendations for the future; this will be open and transparent without breaking any confidentiality.
Coach Supervision and the Coach’s Coach. I invest in my own coach (I have several actually), a 1:1 coaching supervisor and a peer supervision group. I also have a tight peer support group and I’m part of an academic coaching forum where new coaching innovations and research are discussed. This infrastructure and my own in-depth reflective practice are the professional backbone of my coaching business. This is how I maintain my own ethical grounding, process challenging cases and continually develop myself and my practice in service of my clients. You may find it beneficial to know I invest in my own supervision when coaching in your organisation; not all coaches do.
Executive Coaching: The Benefits
Coaching is personal development, growth and sometimes transformation. How adults learn, change and grow develops with life stages and cycles. It’s next level growth and development that will bring around small tweaks and changes. 1-to-1 coaching is tailored development, specific to the individual that you don’t get any other way.
Provided there is chemistry, the same coach can work with many different team members. This can actually provide a useful organisational picture. Whilst I don’t break confidentiality within my coaching relationships I can and do often spot themes within an organisation which may provide useful information. If you’d like me to share any broad emerging themes I’ve noticed I can do this (without breaking confidential bonds) at the end of my engagement; please ask if this is important to you.
Executive Coaching: Investment & Fees
This entirely depends on what you want. I’ve not come across two businesses that want the same set-up, and often you start out wanting something that evolves along the way. The best place to start is having a coffee and introducing ourselves.
In my coaching, as in my consultancy, I’m flexible. I build long term relationships, I’ve had some clients for well over 5 years and they tell me my flexible approach is key to our longevity. Tell me what your looking for and we can probably come up with a plan - don’t worry about my boundaries I manage those really well and I’m always upfront and transparent with you.
The next steps become more formal and I’ll provide a detailed headline quote for the engagement you’d like, along the lines as described above; discovery, information, chemistry, coaching sessions and de-brief and will include travel time, cost or other additions if applicable. Headline quotes are on request.
We will have a formal contract between me as a coach and you the organisation. Once you accept the quote, payment is upfront and we begin. Any changes are fully agreed and can be re-quoted and re-contracted if needs be along the way at mutual agreement.
Executive Coaching: FAQ’s
Who is Executive Coaching for?
Executive Coaching is usually for senior individuals within an organisation. It works well and can be really helpful when people are preparing for a promotion into a senior role, considering how to develop and grow into a stronger leader and consider the the next steps in their career.
What types of problems or concerns do people bring to Executive Coaching?
This is a very difficult question to answer succinctly as people bring so many different things to Executive Coaching. Here are some key topics that are often discussed:
Being considered for a significant promotion: this is about intensive personal development plans centred around the individual and the organsiation’s objectives and priorities.
Handling feedback: this can be about deciphering recent feedback received, formulating thoughts, actions and response. It can also be about developing the ability to give constructive feedback.
Leadership development and growth: this is about the specific strengths and concerns in your current role; what’s expected and what’s being delivered and the key areas of focus.
How do you work with people in Executive Coaching?
This is very nuanced. Everyone is different and everyone brings very different concerns. I have an extensive tool box and I work in a very tailored way for what my clients needs at the time. Some common tools are:
360 degree Feedback commissioned with key individuals in the team and organisation.
Psychometric Insights. You may wish to commission some psychometric profile exercises.
Strengths Profiling. We can work on current strengths, what’s missing and how to improve this.
I have many exploratory tools and models available but don’t underestimate the power of dialogue and personal exploration.
What are the aims of Executive Coaching?
The aims are your aims. Everyone is bringing something different and the overall objective of Executive Coaching is to improve organisational effectiveness through improving your self-awareness as a leader.
How do you measure the progress or outcomes from Executive Coaching?
Usually in executive coaching there are some well articulated and comprehensive goals, objectives and measures. These are shared explicitly in the Discovery and Chemistry sessions upfront. Throughout our coaching sessions we continually check in on progress, that we are keeping on track, that the original goals are still relevant or refine and define what needs to change.
In terms of who monitors and who checks this, it’s my clients responsibility to share their progress, outcomes and personal perspective of their progress from coaching with those who need to know in their organisation. I don’t report into your line manager or sponsor.
How many coaching session in an Executive Coaching programme?
This varies from organisation to organisation. Some programmes are 6 sessions, some are indefinite and some are say 6 to 12 months. Some organisations want me to come in and shadow or see the client in action. We can discuss what’s right for you and I can work within your organisational norms.
How much does Executive Coaching cost?
This depends on exactly what you want and what’s involved, so price is based on an agreed brief. It is more expensive than Life Coaching as there is so much more involved. Please get in touch to discuss.