Leadership Coaching: Success Is In The Agreement

There is often an equal amount of fuzziness when it comes to Leadership Development and Leadership Coaching. As a result, the coaching issue can get blurred. So here are some suggestions after a lot of years wrestling with the issue.Pay Attention to TheseWhen it comes to coaching–or any kind of consulting activity–90% of the success or failure lies in the contracting phase. So:1.Get clear about who initiated the coaching request. If it was a boss, be sure to understand what that person is looking for an why. Which means also asking, “Who really set this process in motion?” (Your boss may be the messenger).   2. What are the specific results desired from the coaching engagement? While Leadership is a sexy, catch-all phrase, maybe the real issue is managing team performance, running better meetings, or initiating conversations with colleagues in other corporate locations. (All three have emerged after probing underneath the Leadership umbrella during contracting).3. Is coaching the best way to get at the desired growth? The fact of the matter is that some things are skills than can be learned in other ways. And if you ask yourself how you best learned Leadership, the thoughtful answer will probably be “from leading.” Be prepared to suggest expanded responsibility. People grow by being lifted up, then stepping up.(Effective coaches know when it’s time to simply hold the ladder).
Link to original post

Steve has designed and delivered leadership and communication programs for some of the world's largest organizations, and has more than 30 years in training, development, and high-level executive coaching. His Roesler Group has created and delivered leadership and talent development internationally for corporations such as Pfizer, Minerals Technologies, Johnson & Johnson, NordCarb Oy Ab, and Specialty Minerals--Europe. Steve is currently involved in the latest update of his Presenting With Impact program, a cross-cultural presentations workshop that has been delivered on five continents to more than 1,000 participants representing nearly 60 nationalities.

Leave a Reply

Leadership Coaching: Success Is In The Agreement

There is often an equal amount of fuzziness when it comes to Leadership Development and Leadership Coaching. As a result, the coaching issue can get blurred. So here are some suggestions after a lot of years wrestling with the issue.


Measure
  

Pay Attention to These and Bump Up Your Game

When it comes to coaching–or any kind of consulting activity–90% of the success or failure lies in the contracting phase. So:

    a. Get clear about who initiated the coaching request. If it was a boss, make sure to understand what that person is looking for and why. Which means asking “Who really set this process in motion?”

    b. What are the specific results desired from the coaching engagement? While Leadership is a sexy catch-all phrase, maybe the real issues are managing team performance, running better meetings, or initiating conversations with colleagues in other corporate locations. (All three of those have emerged after probing underneath the Leadership umbrella during contracting).

    c. Is coaching the best way to get at the desired growth? The fact of the matter is that some things are skills that can be learned in other ways. And if you ask yourself how you best learned Leadership, the thoughtful answer will probably be “from leading.” Be prepared to suggest expanded responsibility. People grow by being lifted up and then stepping up.

Effective coaches know when it’s time to simply hold the ladder.


Link to original post

Steve has designed and delivered leadership and communication programs for some of the world's largest organizations, and has more than 30 years in training, development, and high-level executive coaching. His Roesler Group has created and delivered leadership and talent development internationally for corporations such as Pfizer, Minerals Technologies, Johnson & Johnson, NordCarb Oy Ab, and Specialty Minerals--Europe. Steve is currently involved in the latest update of his Presenting With Impact program, a cross-cultural presentations workshop that has been delivered on five continents to more than 1,000 participants representing nearly 60 nationalities.

Uncategorized

Leave a Reply