Business leaders, in general, want to be more effective and get better results out of their company. Research shows that one on one coaching is the single most effective method for developing top leaders. Executive coaches work with executives to develop characteristics in their leadership that will help them grow professionally and help the company work toward meeting their strategic objectives.
There are eight steps that one takes when working to develop these characteristics that leaders need to succeed. There is a reliable process that helps leaders to make great changes in themselves, their staff, and their teams. If leaders fail to complete these steps, there is a good chance that they and their company will not improve and grow.
1- Leaders should be involved in determining desired behaviors. Leaders, themselves, cannot be expected to change their behavior if they don't understand the goals of the company.
2- The leaders of an organization should have a hand in identifying key stakeholders. There are two reasons why leaders don't validate feedback given to them. One, the feedback deals with the wrong items, or two, the rates are wrong. When leaders and their managers agree on the desired behaviors and key stakeholders, they buy into the coaching process.
3- Collecting feedback is key! The executive coach can achieve this by interviewing stakeholders and using a rating system that rates the leader all around.
4- Come up with key behaviors that need to change. You should come up with no more than two behaviors that need to be changed to bring the most impact on the quality of leadership in the company.
5- The leader who is receiving the coaching should be the one to respond to the key stakeholders. They should be trying to collect more information or suggestions of how to improve the targeted areas. Leaders should keep this conversation positive and rather simple. If mistakes have happened, sincerely
6- Take some time to review what the leader has learned and help the leader achieve an action plan. After receiving feedback and suggestions, the leader should put together a plan describing what needs to be accomplished. The coach should then provide encouragement and guidance that helps the leader to accomplish each goal or commitment.
7- Develop a follow up process that is long term and ongoing. This follow up should be efficient and focused on the future.
8- Review the results that have come from this coaching and start all over again. This type of continued progress will help strengthen a leader and uncover additional areas for improvement.
This model of coaching has a proven track record with some of the biggest leaders in the nation. When done correctly, leaders and organizations are strengthened and are brought to a new level.
There are eight steps that one takes when working to develop these characteristics that leaders need to succeed. There is a reliable process that helps leaders to make great changes in themselves, their staff, and their teams. If leaders fail to complete these steps, there is a good chance that they and their company will not improve and grow.
1- Leaders should be involved in determining desired behaviors. Leaders, themselves, cannot be expected to change their behavior if they don't understand the goals of the company.
2- The leaders of an organization should have a hand in identifying key stakeholders. There are two reasons why leaders don't validate feedback given to them. One, the feedback deals with the wrong items, or two, the rates are wrong. When leaders and their managers agree on the desired behaviors and key stakeholders, they buy into the coaching process.
3- Collecting feedback is key! The executive coach can achieve this by interviewing stakeholders and using a rating system that rates the leader all around.
4- Come up with key behaviors that need to change. You should come up with no more than two behaviors that need to be changed to bring the most impact on the quality of leadership in the company.
5- The leader who is receiving the coaching should be the one to respond to the key stakeholders. They should be trying to collect more information or suggestions of how to improve the targeted areas. Leaders should keep this conversation positive and rather simple. If mistakes have happened, sincerely
6- Take some time to review what the leader has learned and help the leader achieve an action plan. After receiving feedback and suggestions, the leader should put together a plan describing what needs to be accomplished. The coach should then provide encouragement and guidance that helps the leader to accomplish each goal or commitment.
7- Develop a follow up process that is long term and ongoing. This follow up should be efficient and focused on the future.
8- Review the results that have come from this coaching and start all over again. This type of continued progress will help strengthen a leader and uncover additional areas for improvement.
This model of coaching has a proven track record with some of the biggest leaders in the nation. When done correctly, leaders and organizations are strengthened and are brought to a new level.
About the Author:
CMOE is a company that specializes in coaching more specifically, corporate coaching. For over 45 years, CMOE has been assisting companies in improving productivity. They offer many workshops that center on strategic thinking and teamwork. For more information, please visit the cmoe website.
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