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Why coaching for organizational leaders?
Put succinctly, coaching is a high-impact process that helps individuals at all levels learn, improve, embody and practice authentic leadership. Coaching provides organizations with leaders who can fully step up to the task of leading in their areas of responsibility.
Imagine a professional basketball team that carefully selects and signs the very best players to six and seven figure contracts, and then simply puts them on the court to play the entire season without a coach or one single practice session. No team owner would contemplate such a ridiculous idea.
Neither would any of the players. Yet most organizations do just that! Too often people are expected to do their jobs—manage a mission-critical project, present financial results to key investors, lead a company, business unit or key department —and do those jobs exceptionally well with no coaching whatsoever. Consequently, most organizations' investments in people have mixed results.
Companies are discovering that a little coaching can go a long way to help preserve and even increase the value of their enormous investment in people. And leaders are discovering the value of coaching to their professional development, capacity to excel, and to realize great satisfaction from their work.
Who should consider individual coaching?
- Executives/leaders at the board level
- Other high-level leaders such as VPs and senior directors
- Leaders transitioning into new positions
- High-potential leadership candidates
- Any individual who currently does or has the potential to significantly influence the organization
The Insight Coaching Process
We begin by tailoring the coaching engagement to the unique needs of each client. Coaching always begins with the client and coach working together to define clear, measurable outcomes for the coaching engagement, and developing a plan for working toward those outcomes. The client’s manager and other stakeholders may also have input into defining coaching outcomes if this is part of the agreement.
A typical coaching engagement may include some or all of the following elements:
- A series of one-on-one conversations (coaching sessions) between client and coach. Through these conversations the coach assists the client in identifying and working on areas that need to be addressed in order for the client to achieve the desired outcomes.
- Use of one or more standard assessment tools (e.g., Meyers-Briggs) and/or a 360° feedback survey.
- Confidential interviews done by the coach with some combination people such as of the client’s manager, other senior managers, peers, direct reports, and others that allow the coach to provide high-quality feedback to the client.
- Formal and informal progress assessments.
- Shadow coaching in which the coach “shadows” the client in order to directly observe him/her in action. This process gives the coach the opportunity to offer the client powerful, direct feedback on his/her behavior and how it appears to affect others.
- Actions, inquiries and practices co-designed by client and coach to further the client’s learning and development.
- Email consultation.
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