Executive coaching is one of the more powerful tools an organization can utilize to increase employee on-the-job effectiveness. Through working individually with the consultant, the employee gains valuable performance-based feedback that will enable them to improve delivery of services for both themselves and their clientele or customer base. However, not everyone is a candidate for coaching. Utilize the following quick checklist to evaluate whether you can benefit from personalized executive coaching.
- Are you completely open to unbiased feedback?
Most people are both unwilling and unprepared to accept complete, unadulterated feedback from a third party. They allow their ego to get in the way, resulting in breakdowns in communication processes, or they simply fear finding out that certain aspects of their professional behavior are unacceptable or even inefficient with regards to their ultimate professional objectives.
- Are you willing to allow total access to your consultant?
Executive coaching is like therapy in one manner-total access is required for the consultant to maintain an accurate representation of the individual. This means allowing for access not only on your "good days" but also during days and weeks when you are not at your best, are less than efficient, or are simply overworked and underpaid. Complete and unfettered access is a requirement, simply due to the fact that increased access to observation of the employee increases the validity of the consultant's remarks.
- Are you able to integrate feedback quickly and effectively?
Coaching works best when feedback is provided at designated intervals and is integrated immediately into professional behaviors. An inability to quickly integrate valuable data concerning work effectiveness results in a breakdown in the efficiency of both the employee at work and the relationship with the consultant (which can result in a waste of capital invested in coaching services).
- How accountable are you willing to be for your own progress?
Accountability is king. The establishment of clear accountabilities is crucial to the success of any coaching relationship. These accountabilities should be clear and measurable, and should be maintained for both the employee and the consultant alike. Never proceed with any coaching relationship without first establishing the rules of engagement and the metrics by which the relationship will subsist.
- How seriously do you take yourself?
Finally, if you take yourself too seriously, you'll never get what you need from executive coaching. A large part of the residual work in coaching is increased life balance and perspective. Work is simply one small part of who you are and what you do. Understanding that each aspect of personal development (work, play, hobbies, family, relationships, etc) has an affect on the other is one of the requisites for improved personal effectiveness.
