You are the executive CEO of a successful owner operated enterprise in Lees Summit, 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.
Who is the best executive performance coach?
How to ensure a new manager transforms into a brilliant leader
Each time a brilliant employee gets promoted to the next level within an organization without the coaching support and leadership training he / she needs, the organization makes a huge mistake by leaving the new manager's performance and success up to chance. They have a 50% chance that not only will the new manager fail, but having missed out on leadership coaching this will cost their organization a little fortune to press play and repeat until a new manager randomly really outperforms with his / her team. Effective coaching skills do not only serve the new manager but also each and every level of employment. Increasing empathy and compassion in every function reduces friction and stress and replaces both with growth potential within the team. Tough decisions in tough situations with normally tough conversations become easier to maneuver when coaching skills are in place and well implemented and performed.
Is business growth coaching worth it?
How to motivate your team as a leader instead of a commanding and controling manager
Successful executives must increasingly complement their sector specific knowledge and functional methodology with a general readiness and willingness for continuous learning and they must reflect that capacity in the people they supervise. No longer can managers simply rely on telling and control. Simply rewarding team members mainly for executing flawlessly on things they already knew is not enough any more. Instead, with full headquarter support, they need to reinvent themselves as coaches whose mission it is to trigger energy, creativity, and learning from the team members.
How to motivate a losing team
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.
Which are the best coaching companies?
How to develop leadership qualities that provide leverage
Managers need to be are equipped with coaching skills that enable them to respond when team members ask for guidance with huge, messy, confusing sometimes badly defined and poorly described issues that often extend far beyond the company's initial briefing. With such coaching skills in place, managers now have become better at recognizing complicated challenging situations in which they don’t have to provide the answers. They know that in such cases, they are able to offer more value just by listening attentively, asking the right questions, and supporting team members as it is their responsibility to come up with the best solution. Great leaders just know how to dig out the right answer and providing space for the team members to think for themselves.
Who are the best leadership development coaches?
Coaching your team to higher performance and responsibility
Great leaders implicitly have internalized the transferability of emotions. This process is also known as emotional contagion (Hatfield, Cacioppo, & Rapson, 1993). Great coaching managers are careful with their reactions in times of crisis or emergencies. They wait for better opportunities to generate empowerment, inspiration and excitement when a new momentum is needed within the team and become proactive in avoiding fires they have become used to put out themselves. Ongoing crisis management cannot be an effective leadership style. A better approach to work is to delegate authority using cooperative leadership style and put trust into the team and let the team members learn to handle complicated situations themselves.
What is the ROI of executive coaching?
Leadership effectiveness within the team and with clients
Excellent coaching skills can come in handy in times of conflict. Suppose there is a conflict between two team members. The effective coaching skills of active, equal listening and emotional intelligence are deployed to reduce stress, anger, confrontation and ineffective, destructive communication. Allowing space for each side in times of conflict and to also co-create solutions helps to unify the team. Professional coaching involves partnering with team members and clients in a thought-provoking and creative process that inspires them to maximize their real potential. Methods of objective assessment, active listening, asking the right questions in terms of reflective questioning encourage self-discovery of all parties.
Leadership coaching vs executive coaching
When timing is right for leaders to trigger self coaching within their teams
Leaders should use their active listening skills to really get to the bottom of an employee's answers, and ask follow-up questions when necessary as well as learn more about their unique strengths. The key for true leaders is to encourage team members to share their honest feedback or input with the leader, and welcome them to ask the leading change questions as well. As a matter of fact, workplace coaching usually happens unscheduled outside of formal coaching sessions. At times it just happens in brief exchanges, for example when a managing leader in charge might respond to a request for guidance by posing a single question, such as “What do you already have in mind?” or “What could be the solution?”. A manager just cannot have all the right answers that might occur. When managers increasingly end up asking good questions in such kind of interactions, the team will notice that it is on the right track.
How to motivate a sales team when sales are down
The financial benefits of coaching to the organisation
The benefits of leadership development can be measured. A study conducted by the Human Capital Institute has shown that 51 percent of companies reported a strong coaching culture and had higher revenue than companies without having implemented coaching management style. The International Society for Performance Improvement measured the ROI on leadership coaching which made up a remarkable 221 percent ROI. With those figures the benefits of leadership coaching have been clearly established. Coaching isn’t just a nice to have soft skill. It really does contribute to a higher EBIT.
How to motivate a sales team when sales are down
Coaching your team to higher performance and responsibility
Great leaders implicitly have internalized the transferability of emotions. This process is also known as emotional contagion (Hatfield, Cacioppo, & Rapson, 1993). Great coaching managers are careful with their reactions in times of crisis or emergencies. They wait for better opportunities to generate empowerment, inspiration and excitement when a new momentum is needed within the team and become proactive in avoiding fires they have become used to put out themselves. Ongoing crisis management cannot be an effective leadership style. A better approach to work is to delegate authority using cooperative leadership style and put trust into the team and let the team members learn to handle complicated situations themselves.
The best executive coaches
Why do managers need coaching skills?
Superior coaching skills can come in as a valuable resource in times of conflict. Let's assume there is a conflict between two employees. The manager with effective coaching skills of active, equal listening and emotional intelligence at his disposal can minimize anger, stress, and ineffective communication. By doing so the manager creates an allowance for space for each party where the conflict can be heard and the conditions are in place to co-create solutions which help unify the team.
What are the effects of leadership coaching?
How to develop strategic leadership skills
The manager's task is to assist his staff more broadly and more deeply. Sometimes it is sufficient to ask something as simple as “If you had a magic wand, what would you do?” to open up the conversation and put everyting on wide-angle. You’d be surprised how freeing many people find that question to be—and how quickly they then start thinking and generating fresh, productive ideas. Once they’ve opened up their perspective and discovered new options looking at things, the manager's job is to prompt them to deepen their thinking, perhaps by making them explore the upside, the downside, and the risks of each approach.
What are the effects of leadership coaching?
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.
Who offers virtual leadership coaching?
The benefits of mishap coaching in workplace
Successful managers are aware of the importance and significance of careful planning and preparation. Both play a central role in their success. At times however they don’t emphasize it enough at the team level, which means that they don’t set an expectation that the team members who report to them should spend an equal amount of time on planning and preparation as they do for the operations. A side effect that comes in handy of this approach to managing mistakes is that it will build trust between leaders and subordinates. According to Edmondson, 2002 that will create the sense of psychological safety net which is required to admit openly one’s mistakes and ask for help and forgiveness and mitigate the temptation to sweep errors under the rug.
Where to find a great executive coach?
How managers can transform into effective coaches of employees
Managers are called to employ a strengths-based approach to developing their staff. When team members know their strengths and can consistently build on their work from those strengths, leaders and their teams can forge better-functioning work-environments. Coaching employees focuses on revealing and developing each team member's unique strengths. Enhancing each employee's capabilities may assist establishing an even more talented workforce. Furthermore, employees who feel energized and motivated by their leader may feel more driven to do their job very well. Coaching is an effective management tool for managers to implement in their efforts to assist employees generate results, and especially help employees improve their skills and their potential opportunities for promotion to next upper level kind of positions.
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