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Article from Career, AsiaOne.com.sg, June 2000
Executive Coaching
In the context of the business world we are struggling in now, it is entirely conceivable that the mix of skills and behaviors necessary for success in a specific role yesterday can change overnight, and be worlds apart, depending on the extent of the changes in business demands.
For the 21st century corporate warrior, it can be daunting and downright frustrating, and sometimes impossible to keep up with those changes and demands. For organizations wishing to move ahead, there are two options.
One, they get rid of the executive and find a replacement (probably a younger version!) to ensure the organization continues to exist. Alternatively, they can help this executive to fill the gap in-between the set of skills and behaviors. This is where the concept of Executive Coaching can play a useful role.
What is Executive Coaching? It is basically that – coaching for the executive. What the process aims to do is to enable the candidate to become more aware of his strengths and weaknesses, especially ‘blind’ spots relating to management behaviors, human relations skills, political savvy-ness, sensitivity to people and situations, and how he presents his ideas and himself. The use of developmental tools like MBTI is relevant in such situations. This self-administration instrument allows the feedback/results to be used to strengthen one’s self awareness, increase personal effectiveness and promotes co-operation and teamwork.
Let’s say we have a senior manager who is very effective in his role, he does all the right things and brings in the business desired. However, the manner he goes about getting his subordinates to get things done is getting people all heated up – he does not know how to ask. He actually demands and does not give people a chance to express their views and opinions. As a result, turnover is unacceptably high. This particular manager has failed to take into cognizance that the current generation of workers now is very different from his generation. They require a different approach to management.
Recognizing that this cannot go on, his bosses decided to enroll him on a coaching program.
The coach will work with the sponsors (his bosses) and the candidate to identify specific areas for improvement or changes. Feedback will also be gathered from the candidate’s peers, supervisors and superiors to ensure the program can be more effective. The 360 degrees feedback instrument is sometimes used as well.
The candidate and the coach will then jointly develop a set of strategies to overcome these areas of shortcoming. As in the old adage, practice makes perfect. Besides role-playing and practice, the candidate is encourage to deploy the agreed strategy when similar real situations arise.
Normal program arrangements will see the coach working with the candidate for a period of between 4 – 7 months. By then, the candidate should be well on the way to being a more effective contributor to the ‘new’ organization.
Having said this, it is critical to ad that Executive Coaching programs will work only IF the candidate himself wants to change. Nothing else will work if this fundamental requirement is not met.
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Programs 