FAQ
1.
What is Executive Coaching?
In the broader sense of its term, I view coaching as a process of imparting individuals with the knowledge, tools as well as opportunities vital for them for to grow, develop and be more effective.
To me Executive Coaching is a relationship whereby I help my client achieve a mutually identified set of goals to improve his or her professional performance and personal satisfaction and, consequently, to improve the effectiveness of my client's organisation within a formally defined coaching agreement.
2.
Why is Executive Coaching different?
Executive Coaching is unique in many ways: the nature of partnership in executive coaching is highly confidential between the coach and the executive; executive coaching is outcome oriented and personal, and focuses on both interpersonal issues, but also on intrapersonal ones; the organisation is usually an important stakeholder in the coaching relationship, although the executive may initiate the coaching independently.
3.
Who can benefit from Executive Coaching?
Practically anyone with a challenging career can benefit from coaching. From my own experience, in the organisational context, coaching interventions vary based on individual clients’ needs and clients come to me for different reasons be it talent and leadership development, performance improvement, transitions and change management, team building, developing specific skills to improve performance on the job, organisational goal setting and focusing on priorities, enhancing career
advancement and improving job satisfaction.
Executive coaching can help manage workplace challenges through improved communication, defusing conflicts and asking the right questions that lead to a-ha moments! Executive coaching can help bring out the best in yourself and in your colleagues, overcoming day-to-day challenges whilst keeping focus on the future and keeping your goals for the company firmly in sight.
4.
What is the Difference between
Coaching and other disciplines?
With its evolution, global widespread acceptance and growth as a commercial practice, executive coaching has become increasingly distinct from other forms of executive development which may be closely related such as mentoring, training, consulting and counselling.
Mentoring is the helping process provided typically by a senior, more experienced employee to a younger, less experienced employee to become proficient in his or her role in the organisation.
Training focuses on learning the skills, knowledge and attitudes required to initially perform a job or task or improve upon the performance of a current job or task.
Consulting involves the hiring of an expert in order to find a solution to a problem or needed transition (Dawdy, 2004).
Counselling or psychotherapy is conducted by registered psychologists who clinically treat clients for their emotional and behavioural problems. It is a specialised relationship with a remedial client to achieve more effective ways to deal with distress.
Therapy is conducted by licensed psychologists who clinically treat executives for their emotional and behavioral problems. Its major focus is to identify the root causes of emotional distress and help individuals develop more effective ways of dealing with that distress.through the coaching sessions whilst helping you keep focus on the bigger picture to help you achieve your ultimate goals. Professional coaches are ethical, trustworthy and maintain confidentiality aligned to industry
standards.
5.
How long does coaching take to work?
This is really specific as per the individual needs of the client. The typical coaching engagement lasts for 3 to 6 months underpinned by well-defined goals and benchmarks for success; there could also be additional follow up sessions after the coaching engagement. A regular coaching session is of one hour duration but can vary.
The frequency of sessions can vary from once a week to once a month. There is a lot of flexibility in the coaching arrangement and it really depends on the client’s needs.
6.
Is executive coaching usually paid for
by the company or the individual?
It varies. Some individuals will pay for themselves, while some companies will pay for their employees. You can talk to your company to find out if they are willing to sponsor you for executive coaching.
7.
What should I look for when selecting an executive coach?
You should look for an executive coach who is experienced, skilful, communicative and clear about their process and methodology. A skilled coach is one who can listen to your concerns and challenges attentively and builds rapport with you all along. A coach that will work closely with you, and who will seamlessly guide you through the coaching sessions whilst helping you keep focus on the bigger picture to help you achieve your ultimate goals. Professional coaches are ethical, trustworthy and maintain confidentiality aligned to industry standards.
8.
Is coaching confidential? Will my company know what takes place in our sessions?
In most cases, coaching sessions are completely confidential. We do ask your colleagues and other stakeholders to provide feedback on your progress, but we do not reveal anything you ask us to keep confidential. A possible exception to this can occur in certain cases when your company is paying for the coaching. Your company may have a policy requiring that certain general details be provided upon request (such as whether you are attending all the sessions and making good use of them). If your company will be paying for your sessions, we can help you determine what, if anything, must be disclosed.