You are the executive CEO of a successful owner operated enterprise in Westfield MA, your business generates over $500K EBIT (earnings before interest and taxes), you feel like there is potential for more and you intend to take your company to the next level? If this is you schedule a call with one of our executive coaches to estimate the ROI of executive coaching for your business.
What to expect from business executive coaching
The implications of shadow coaching style of leadership
Typically managers think they are already coaching when in reality what they are doing is a lot of telling, instructing, directing, teaching, advising, and in the worst case, micromanaging. They use the phrase 'coaching' to describe just about any conversation they have with a team member although it does not really apply. First managers need to learn the definition of coaching. Here is the secret of coaching: Allow people to perform on their own and give them space for doing so. Like this managers give team members permission to do their jobs and do them well. People will rise to the expectations the management has of them.
Who is the best leadership development coach?
The major benefits of coaching to an organisation
Studies have shown that non-directive leadership and coaching skills improve the coachees’ confidence, engagement, communication, and teamwork. Those skills facilitate a faster induction to the organization and - according to Hamlin et al., 2006 - and help reduce reported feelings of stress. Managers should encourage and expect their direct reports to engage and participate, not only because it will become easier for the manager to focus more on the big picture, but also because it’s a best practice and an essential skill that motivates everyone on the team to identify and troubleshoot issues as they arise.
What are the effects of leadership coaching?
When developping leadership skills becomes more important with new responsibilities
Most people begin successful careers by developing expertise in a technical, functional, transactional or professional domain. In most instances coming up with the right answers means everything. For the purpose of rising up the career ladder proving yourself that way has been sufficient in most cases. But once the employee moves into people management the tables turn and at that point the manager has to ensure that his / her subordinates have the same or even better quality in their answers. However, managers differ in their style to leading employees and generating results. At times some managers tend to just oversee employees and the work they fulfill and to solve issues on behalf of their employees. Managers who have implemented coaching leadership strive to empower and inspire employees to take their skills to another level and resolve issues on their own.
Looking for a coach for executives?
How to keep a sales team motivated when sales are slow and low
You can assist your sales staff enhance their current performance, or in the case of already well performing sales team members, help them excel even more. Performance coaching is a powerful method when leaders deploy it for the benefit of the entire sales team. At times getting the performance coaching right can be challenging for even the most experienced managers. When an employee is not on track to target a manager comes to a point where he / she must decide wheter to fire or hang in there with a direct report. Often an alternation between ignorance and micromanagement by the manager have contributed significantly to the situation and lead up to this point. Before a problem grows, the manager should already touch base along the way and ask staff members about their ideas how to correct the issue, prevent it from becoming bigger and from happening again. In case of a high performing employee the manager should trigger constant and never ending improvement by asking questions in that regard.
The top executive coaches reveal
How to replace bad leadership qualities with good ones
More professionals sense the need to coach their teams in order to get the best performance of their team members. Like in any relationship, coaching is built on mutual respect and trust. The employee must trust the manager to guide him/her though a strategic mental process. That thinking process becomes more beneficial when information is shared openly. Studies have shown that nine out of 10 executives have the intent to assist their direct report improve performance. On the other hand role-plays simulating a coaching situation demonstrated much room for improvement. Cooperative Coaching leadership style involves listening and asking opposed to authoritative leadership style consisting of just selling and telling. But that coaching approach is contrary to the manager's instincts because deep down the managers have already made up their minds about the solution to a specific issue well before the managers even begin looking at the problem together with the employee. So often those coaching efforts get quickly reduced to just trying to get agreement on what the manager had already in mind and decided. This cannot be construed as real coaching and therefore the outcomes are no better than when authoritative leadership is deployed.
The best executive business coaches revealed
The right questions indicate best leadership quality
Managers need the space and time to actually manage. Managing people is tough, really, really tough. Employees ask for the managers' trust and compassion, so managers need to be able take the time to establish trust, starting conversations off with questions like, “How are things going?” and, “How can I help?” Such open questions potentially trigger a diverse and remarkable dialogue on various subjects, including but not limited to progress, improvement engagement, culture, productivity and performance. And, probably most important, they help identify the fires before we’re at high emergency alarm status.”. Reality-focused questions to ask are for example “What are the key things we need to know?”. The leaders should hone into what their team members have as a reply. Are the leaders missing something important? Are the managers talking about operational problems but missing out on the human side of things? Or the other way round? When coaching managers get their subordinates to slow down and think this way, they often lose themselves in contemplation and then an idea comes along, and off they go, engaging with the issue on their own with new inspiration, fresh energy and a new perspective. This step is crucial, because it stops team members from overlooking pertinent moving parts and leaping to conclusions. The manager's job at this point is just to ask the right questions and then get out of the way.
The best executive coaching services
Ways to implement the leadership coaching process
When Human Resources hires an external coach it is primarily focused on helping managers address specific issues and challenges. Some companies hire such external coaches to assist with further leadership development. Human Resources staff have a significant and unique chance to expand their function in coaching management. Compared to a personal development journey, any growth requires time, commitment and dedication. Even though a coaching training is always a good move, great leaders can start improving these skills today, independent from any budget restrictions or limitations.
Business coaching vs executive coaching
How to build management leadership competencies
It’s easier said than done to become a coaching manager because a completely different mindset is required to pull it off as an everyday pattern throughout all management levels of a company. At most firms, a big gap still yawns between aspiration and implementation. Bridging that gap is key. Great leadership does not happen from one day to the other. Instead great leaders are made through dedication, commitment, and execution. By taking the initiative and proactively working to become a better coaching manager, the manager will not only elevate his own performance, but more importantly the one of his team members, and by extension, his organization. Even though it is easier and faster to just do telling and commanding taking the coaching route is really worth the effort. In the beginning coaching tends to be slower because it requires some patience and time to begin with, and it takes deliberate exercise in terms of learning by doing to get really good at it. It is an investment in human resources that has a higher return than any other management skill. Team members learn, grow, develop, improve performance and results, subordinates gain more recognition, and organizations increase their bottom line. Entities that choose to take that route should first focus on how to develop coaching as an individual managerial capacity, and then on how to turn it into a company wide one.
How to motivate a losing team
Leadership team building and coaching skills for managers and supervisors
It is cheaper to provide coaching/training than to constantly have to fill positions because people quit due to poor management. For achieving that managers and supervisors can become effective coaches of employees. Coaching is a mutually beneficial relationship with the purpose of developing a specific skill rather than just achieving a task; Typically it takes a year or even longer. Managing is nothing more than a professional relationship used to achieve operational results on demand. That relationship is normally indefinite in duration, depending on the organizational structure. The type of leadership relationship the manager has with a team member - whether coaching style or directing style - should be based on the results and objectives the company is looking to achieve.
Great coaching for performers
How to keep a sales team motivated when sales are slow and low
You can assist your sales staff enhance their current performance, or in the case of already well performing sales team members, help them excel even more. Performance coaching is a powerful method when leaders deploy it for the benefit of the entire sales team. At times getting the performance coaching right can be challenging for even the most experienced managers. When an employee is not on track to target a manager comes to a point where he / she must decide wheter to fire or hang in there with a direct report. Often an alternation between ignorance and micromanagement by the manager have contributed significantly to the situation and lead up to this point. Before a problem grows, the manager should already touch base along the way and ask staff members about their ideas how to correct the issue, prevent it from becoming bigger and from happening again. In case of a high performing employee the manager should trigger constant and never ending improvement by asking questions in that regard.
What to expect from business executive coaching
How to motivate a team at work
Great leaders ask each team member what they intend to achieve and what their definition of success is. Great leaders set clear goals for the team and break those targets down to each team member so that they get to develop a general outline for how to meet that objective and hit the target for the team. Great leaders participate and work together with the team to establish practical milestones to achieve these objectives. Great leaders determine when there is a need for a critical feedback path, so that the leader knows how the team member is progressing. Great leaders offer positive empowerment and inspiration and give purpose to the mission. Great leaders express confidence in the subordinate's ability to increase results. Great leaders make the team member recognize that the only person who is in charge of their results is the team member him-/herself. As much as as manager tries and wants to help for the sake of a quicker achievement, the team member is the one who is ultimately in charge of his / her outcomes, growth and ongoing improvement.
Who are the top 10 executive coaches in the world?
How to replace bad leadership qualities with good ones
More professionals sense the need to coach their teams in order to get the best performance of their team members. Like in any relationship, coaching is built on mutual respect and trust. The employee must trust the manager to guide him/her though a strategic mental process. That thinking process becomes more beneficial when information is shared openly. Studies have shown that nine out of 10 executives have the intent to assist their direct report improve performance. On the other hand role-plays simulating a coaching situation demonstrated much room for improvement. Cooperative Coaching leadership style involves listening and asking opposed to authoritative leadership style consisting of just selling and telling. But that coaching approach is contrary to the manager's instincts because deep down the managers have already made up their minds about the solution to a specific issue well before the managers even begin looking at the problem together with the employee. So often those coaching efforts get quickly reduced to just trying to get agreement on what the manager had already in mind and decided. This cannot be construed as real coaching and therefore the outcomes are no better than when authoritative leadership is deployed.
Looking for a professional leadership coach?
The fine line between situational leadership and executive coaching
Situational coaching represents the otimum zone to be in in the context of a manager as a coach. All managers should pursue to become expert at situational coaching. Situational coaching involves balancing between authoritive and cooperative leadership style depending on what the current situation requires. Managers as coaches should first focus on and become really good at non-directive coaching, until it becomes almost an instinct, and only then start to mix that newly strengthened capability with the implementation of management by objectives and directive coaching.
Which are the best coaching companies?
The importance of having coaching frameworks
Each manager or coach has a unique approach to coaching subordinates. It's important for the manager to develop his / her own framework to use when coaching each employee. The manager's framework should guide the conversations the manager has with a team member. But independent from whatever those frameworks might look like, When those team members come up with their own solutions, they are more committed, and the fixes are more likely to be implemented. Furthermore, this issue-solving experience helps team members develop the self-confidence to solve similar issues on their own in the future so that the manager's coaching framework has less significance in the current situation.
