If an organisation feels the need to enhance the skill set of a number of employees, particularly those that deal with motivating others within an organisation to reach particular goals. It is often common to seek out the services of an executive coach. Leading instructional rounds speciality among other skills is to ensure the benefit of a client who is and should be accountable in all manner of highly complex tasks regarding decision making and development.
Coaches themselves are hired or recommended as part and parcel of developmental programs for executive staff. Furthermore, their services could be acquired if there is a need or gap in the way communication or relationships, in general, are handled, which could affect productivity. Lastly, Executive Coaches could be and in some cases, specifically hired for the grooming of staff for larger roles within an organisation but with that said it does not mean they aren t hired to correct behavioural problems like they used to in the past.
The coaching process albeit full of variations but often involves a series of phases and among these many variations they often if not always start with an assessment step, which generally leads to development planning with periodic check-ins with a member of the executive tier. Once the goal has been achieved the process is over and the coaching stops. Generally. But it is subject to variation but the general process lasts 1 year.
It is very important, however, not to confuse a coach with a consultant or a therapist as those occupations do completely different things compared to that of an Executive Coach.
So it may beg the question of why hire a Coach in the first place? Fundamentally to correct behavioural problems but to also ensure that newly promoted managers are competent and successful in their newly found roles.
What also serves as an advantage and even more reasons for companies to attest to working with a Coach is because they re methods are extremely flexible and not limited to a specific location. Although face-to-face communication is the most ideal, the work done by an Executive Coach can be administered via Skype and other similar technologies are simply over the phone.
This may then beg the question of who hires a Coach? In the past the primary purpose of it was for the rehabilitation of broken executives with an organisation. But nowadays, Executive Coaches are tasked with nurturing the investment of any particular organisation by looking after its top executive staff or employees/ managers with very high potential.
But it s of importance to illustrate that Executive Coaching is not therapy or consultancy even if a Coach may start there. It s Important to know the difference if searching for an Executive Coach.
Coaches themselves are hired or recommended as part and parcel of developmental programs for executive staff. Furthermore, their services could be acquired if there is a need or gap in the way communication or relationships, in general, are handled, which could affect productivity. Lastly, Executive Coaches could be and in some cases, specifically hired for the grooming of staff for larger roles within an organisation but with that said it does not mean they aren t hired to correct behavioural problems like they used to in the past.
The coaching process albeit full of variations but often involves a series of phases and among these many variations they often if not always start with an assessment step, which generally leads to development planning with periodic check-ins with a member of the executive tier. Once the goal has been achieved the process is over and the coaching stops. Generally. But it is subject to variation but the general process lasts 1 year.
It is very important, however, not to confuse a coach with a consultant or a therapist as those occupations do completely different things compared to that of an Executive Coach.
So it may beg the question of why hire a Coach in the first place? Fundamentally to correct behavioural problems but to also ensure that newly promoted managers are competent and successful in their newly found roles.
What also serves as an advantage and even more reasons for companies to attest to working with a Coach is because they re methods are extremely flexible and not limited to a specific location. Although face-to-face communication is the most ideal, the work done by an Executive Coach can be administered via Skype and other similar technologies are simply over the phone.
This may then beg the question of who hires a Coach? In the past the primary purpose of it was for the rehabilitation of broken executives with an organisation. But nowadays, Executive Coaches are tasked with nurturing the investment of any particular organisation by looking after its top executive staff or employees/ managers with very high potential.
But it s of importance to illustrate that Executive Coaching is not therapy or consultancy even if a Coach may start there. It s Important to know the difference if searching for an Executive Coach.
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