In part one of this two-part series on executive coaching, we explored what executive coaching is, how it differs to business coaching, the benefits it brings individuals and organisations and the changing attitudes to executive coaching.
Now we look forward to what the future holds for exec coaching, what makes a good executive coach and three questions to determine whether executive coaching is right for you.
The Future of Executive Coaching
That’s the history of executive coaching. But where is it heading? What trends can we expect to see impacting executive coaching and what does this mean for organisations and their leaders?
A very interesting article from Forbes Coaching Council in 2018 listed the trends that will affect executive coaching in the next decade:
- Rise of the automated coach – technology will enable executives to work with coaches wherever they are in the world using platforms that enable gamification, micro-coaching sessions and content that can be accessed beyond the coaching session.
- Intersection of industry skills and coaching methodology – coaches will start to specialise in niche areas based on their experience of working in a specific sector.
- Increasing regulation will define different coaching types – currently unregulated, the coaching industry may become more tightly controlled resulting in coaches needing to be properly qualified.
- Coaching will overtake consulting – if consulting fills gaps in knowledge but coaching confers wisdom, it’s predicted that younger demographics will seek the latter.
- Ability to demonstrate measurable results – clients will begin to seek coaches who can prove their worth with quantifiable and qualifiable results.
- Greater acceptance by executives – despite an increase in the acceptance of coaching, there’s still room for improvement and it’s predicted that exec coaching will gain an even wider appeal overcoming any remaining pockets of resistance.
- Experience coaching will gain prominence – explaining will shift to experiencing to generate more memorable coaching.
- Laser-sharp focus on interpersonal skills – as the robots take over, emotional intelligence is predicted to increase in value resulting in a greater focus on interpersonal skills.
- Content over process – more coaches with deep industry experience who’ve been there and done that will rise to prominence.
- Relationships, results and rewards – clients will seek coaches who can offer more insights and proven strategies and deliver results faster.
- Working with a coach will be the norm – an executive without a coach won’t be considered a true executive.
- Digitalisation of coaching – as technology advances, in-person coaching will be replaced by online webinars, training and digital interventions.
- Executive coaching not just for the elite – as coaching is normalised and results proven, coaching will filter down to employees at lower organisational levels.
With these changes in mind – and whether you’re seeking an executive coach for yourself or your organisation – it’s important to consider your options carefully. As we explain in the next section.
What Should You Look For in An Executive Coach?
One of the areas of coaching change that really stands out for us at CMCBP is the digitisation of coaching. Professionals, particularly busy execs, want coaching that’s accessible and fits their schedule.
While phone or video conferencing sessions are helpful, the best executive coaches also provide other resources to support their one-to-one coaching, like reading materials, videos and webinars. This is changing traditional coaching into a blended approach.
While it’s nice to think your executive coach will be someone you will get on with, it’s more important to work with an experienced individual who can hold you accountable and push you out of your comfort zone.
The Secret Sauce of Successful Coaching Relationships
Still not sure about what to look for? This research by Harvard Business Review provides some simple guidance to the key ingredients for a successful coaching relationship. The following research is from their 2009 paper, ‘What can coaches do for you?’ which, despite being over 10 years old, still offers relevant advice.
The following questions and answers identify the essential factors for a client-coach relationship to work.
Q1 – Is the executive highly motivated to change?
YES – Executives who get the most out of coaching have a fierce desire to learn and grow.
NO – Do not engage a coach to fix behavioural problems. Blamers, victims, and individuals with
iron-clad belief systems don’t change.
Q2 – Does the executive have good chemistry with the coach?`
YES -The right match is absolutely key to the success of a coaching experience. Without it, the trust required for optimal executive performance will not develop.
NO – Do not engage a coach on the basis of reputation or experience without making sure that the fit is right.
Q3 – Is there a strong commitment from top management to developing the executive?
YES – The firm must have a true desire to retain and develop the coached executive.
NO – Do not engage a coach if the real agenda is to push the executive out or to fix a systemic issue beyond the control of the coached individual.
Before entering into an executive coaching relationship, ask yourself these three questions and, if the
answer to all three is ‘yes’, you’ve got the green light to start the next chapter of your executive
career.
Great leaders can be the difference between varying degrees of organisational success and failure. Which is why more organisations are investing in executive coaching. Choosing the right coach, with the right qualifications and experience, is key to getting a great return on your investment, for both the executive and your organisation.
Those with a business background and formal qualifications like psychology provide a great blend of knowledge, insight and experience. Not only do they understand the role of the executive, but they can:
- empathise with leaders
- provide insight from varied perspectives like neuroscience
- safely assist behavioural change and mindset shifts
- employ a range of tools like personality assessments to support identity transition
If you would like to discuss whether executive coaching would work for you or your leaders, please contact Clare Mulligan (CPsychol, MSc, BA) at [email protected] or on 07594 946 166.
