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| 2010, Volume II |
Executive Coaching - Now is the Time |
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Dear Celeste,
"To every person there comes in their lifetime that special moment when they are figuratively tapped on the shoulder and offered the chance to do a very special thing, unique to them and fitted to their talents. What a tragedy if that moment finds them unprepared or unqualified for the work which could be their finest hour."
Sir Winston Churchill
Can you imagine what it would be like if your team members were to arrive at each meeting, full of enthusiasm, energy and drive? What if they were all working together, towards a common business goal, each utilizing their own individuality and strengths?
Today's economic environment is demanding even more from the individuals holding executive leadership positions. Doing more with less is the mantra of most organizations. The executive coach can serve as an extra pair of eyes, ears and added experience to aid in new and different approaches executives use to meet organizational goals.
There are many benefits that can be realized through executive coaching, including the improved performance of your business. Many baby-boomer executives will continue retiring leaving a void which in many instances is hard to fill. Mid-Level Management - the typical grooming period for the next generation of executives - was decimated in the last two decades resulting in a large gap of those prepared to move effectively to the executive role. The executive coach can play an important role in the selection and transition of new people into key executive positions.
Over the last six months, I have seen more and more business executives taking advantage of coaching services either through company-run programs or through their own initiative. They see the benefit a coach can have in assisting them in reaching higher levels of performance. They view coaches as a valuable asset in their continuing executive development. In fact, Executive Coaching is a growing component of Calfe & Associates though our assignments with organizations and individuals wanting to grow their leadership skills.
To quote John Donahue, President & Ceo of eBay, Inc...
"Leadership is a journey, not a destination. It is a marathon, not a sprint. It is a process, not an outcome."
Hope you find this Newsletter inspiring and useful. Have a wonderful day!
Celeste M. Calfe, CMF
President & Owner - Calfe & Associates
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The Role of the Executive Coach |
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The most direct and important benefit derived from solid executive coaching is the development of the organizations present and future leaders. Therefore, to be most effective, executive coaching must be both strategic and individualized. Executive coaching that is focused on the business strategy of the organization and on the development needs of the individual is the key to achieving the desired results.
Since executive coaching is strategic, special care must be taken by the organization to select for coaching those individuals who bring strengths to the table. Executive coaching must not be viewed as a "fix it program" for those who exhibit weak leadership skills. Investing in mediocre performers will not bring about a good return on your investment. When you force coaching on a mediocre individual you will be disappointed in your decision. Only invest in your best! They will appreciate your interest in their executive development and will become engaged in the executive coaching experience.
Executive coaching is not about process or a program... its all about results! The role of the executive coach is to identify the most important outcomes the organization and the person being coached wants to achieve. The executive coach must influence the client to think, communicate and lead in ways that will improve personal and organizational results. Executive coaching is an art, not a science. Good executive coaches have developed the ability to influence and guide their clients to think and act more effectively.
The executive coach must tailor each encounter with a client as a unique relationship. One set model or program does not work for all clients. Yes, there will be many assessment tools that will apply as a baseline; however, each coaching relationship starts with a blank sheet of paper, developing over time specific approaches so the client learns how to play off their unique strengths and mitigates issues which keep them from achieving the desired results.
The executive coach must tailor each encounter with a client as a unique relationship. One set model or program does not work for all clients. Yes, there will be many assessment tools that will apply as a baseline; however, each coaching relationship starts with a blank sheet of paper, developing over time specific approaches so the client learns how to play off their unique strengths and mitigates issues which keep them from achieving the desired results.
The effective executive coach provides the client with different perspectives and new approaches they can use so they can change their thinking and get the desired and needed results the organization expects for its leaders. Very often the executive coach serves as a sounding board which the client can use to think through ideas and approaches to both immediate and long-range issues.
Bottom line... Executive coaching is most often the single best method for improving the effectiveness of the organizations leadership talent. Effective executives create a sustainable and growing organization through more satisfied employees; satisfied employees perform at their best creating improvements, innovation, more satisfied customers and higher profits. Executive coaching is not an expense... it's an investment in the future of the
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The ROI of Executive Coaching |
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These are tough economic times. You have had to lay off people. Your organization is lean and mean. Every dollar you spend needs to have a positive impact on your business. How do you focus your limited resources to get the biggest bang for your buck? How do you justify investments in executive coaching? How do you know that the coaching is working? What is the ROI?
For an executive coaching investment to be successful, the development must begin with a firm understanding of the business/organizational results you want to achieve. What business goals will most likely be impacted by the individual being coached? What strengths, talents and skills can best be enhanced? What weaknesses can be mitigated? A good executive coach has developed the ability to assess, develop and provide feedback to ensure positive actions take place for both the individual being coached and for the organization
While some organizations dismiss executive coaching as just another flash in the pan leadership development fad, 60% of Fortune 100 Companies and 72% of Fortune 500 Companies are providing executive coaching programs. In one survey of United States and Canadian business managers, 85% chose executive coaching as their number one preference of leadership development. They believe that one-on-one coaching works; and they believe they should invest in their best!
According to a recent study conducted by SHRM, 53% of executives report an increase in productivity, 48% an increase in quality and organizational strength, 23% in cost reductions and 22% in bottom-line profitability. Other benefits reported by executives who received coaching were in the areas of better working relations with immediate supervisors, peers, direct reports and clients, improved teamwork and job satisfaction, conflict reduction and organizational commitment. The study concluded that executive coaching programs delivered an average return on investment of 5.7 times the initial investment in a typical executive coaching assignment.
As organizations attempt to get a better handle on dealing with the pressure of these unpredictable times, executive coaching can well be an investment which will be money well spent. Because on the real-time experience executive coaching provides, leaders gain confidence and optimism in their ability to lead people and deal with the unexpected. Leaders have a coach at their disposal to help them navigate through the ambiguity and uncertainty.
Executive coaching helps key individuals in the organization thrive not just survive. The executive coach helps executives focus and adjust to new organizational realities as they occur. The executive coach helps anchor the executive being coached to focus on... and achieve specific business/organizational outcomes... resulting in a good ROI.
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Wolves & Leadership-What Do They Have in Common? |
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So exactly what do wolves have to do with CEO Strategist and leadership? Because of movies, woves have been given a bad reputation and one that is not deserved! The wolf is a very social animal. They travel together, eat together, hunt together and play together. There are referred to as a pack. The pack is generally a larger family group. Wolves within the pack are related by blood line. Being accepted, respected and cared for by their siblings and parents is important to the wolf. Isn't being cared about, trusted and respected important to every employee of every successful organization "family"?
Just as management hierarchies vary in size, wolf packs vary in size but average six to seven members. Does that sound like an executive team? Each pack member plays a specific role with a very specific rank. Generally speaking, the older wolves in the pack tend to be the leaders and they command the respect of the pack. They make the decisions for the group. The pack protects itself and it protects one another.
The lead wolf plays the role just as it sounds. He leads the pack. In fact, they generally will travel in single file with the lead wolf blazing the trail and setting the pace. Sounds like the role of the CEO doesn't it? The lead wolf however, is not afraid to share his roll. He will at times step aside to allow another up and coming wolf to take the lead. Make no mistake; each wolf in the pack has specific responsibilities. Each know in their own right that even if they don't aspire to be lead wolves, they must be prepared to step up to that responsibility if called upon. Does this have any relationship to bench strength and succession?
Wolves are very patient of themselves and of one another. They are very focused on their objective whatever it may be at the time. They respect each others' role and depend that each wolf in the pack will live up to their individual responsibility. This in itself promotes group unity. Wolves are very careful that they do not enter into redundant duplicate efforts. Each wolf can be heard by the pack; a form of individual respect. Could we actually write a corporate mission statement from this paragraph?
Wolves have a sense of urgency. They depend on one another. They are very focused hard workers when it comes to feeding themselves. They are one of the wilds most effective hunters and yet in spite of that they hunt to live. They do not live to hunt. They live by an unwritten code that says the good of the pack comes first. How often do we uncover unsuccessful companies that are unsuccessful because the CEO or ownership put personal needs ahead of business needs?
Lastly, one of the most common characteristics of the most successful leaders in organizations today is the extreme sense of curiosity. Wolves share this incessant curiosity about the world around them. They investigate everything, taking nothing for granted. They seek out opportunity. They have established specific priorities. Isn't that what successful leaders in business do today starting with the development of a strategic plan?
Article Source:
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From Celeste's Library.... |
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"The Leadership Secrets of Santa Claus" by Eric Harvey
"Coach Wooden's Leadership Game Plan for Success: 12 Lessons for Extraordinary Professional and Personal Excellence" by Coach John Wooden
"Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time" by Susan Scott
"Holding the Center: Sanctuary in a Time of Confusion" by Richard Strozzi-Heckler
"Executive Coaching with Backbone and Heart: A Systems Approach to Engaging Leaders with Their Challenges" by Mary Beth O'Neill
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| For More Information
Celeste M. Calfe, CMF
Phone: 412-760-1619
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