The benefits of coaching are often couched in terms of whether executive feel that the process contributes both to the organization’s bottom line and to “making a difference” as a leader and organization. Legitimization of the coaching process implies demonstrating the benefits of executive coaching and by providing evidence indirectly versus direct intervention as might be the case with consulting.
As an advocate of stakeholder centered coaching, my Emotional Leader Coaching programs include many aspects of the Stakeholder Centered Coaching (SCC) approach, which is based on an empirically-tested method of executive coaching developed by Dr. Marshall Goldsmith, a leading authority in the field. Marshall’s straightforward and highly effective process has consistently delivered successful results for many leaders in a broad spectrum of professions. The focus of SCC is behavioral change. By identifying specific behaviors to improve and choosing concrete methods of change, stakeholder centered coaching supports leaders in making positive and measurable behavior improvements.
Stakeholder Centered Coaching differs from other behavioral coaching models in that :
- The focus is on only one or two behaviors to improve
- It is a visible process that involves key constituents
- There is systematic measurement of the leader’s progress by stakeholders
Coaching is one way of creating positively directed change, or learning, which helps individuals to develop their potential and the organization to develop sustainability in an increasingly complex and fast paced world.
Coaching is a structured process over a finite period of time that is evidence based and psychologically grounded whereby one individual helps another to perform, learn and achieve at a superior level through:
- Increasing their sense of self-responsibility and ownership of their performance
- Unlocking the individual’s natural ability
- Increasing their awareness of the factors which determine their performance
- Assisting the individuals to identify and remove internal barriers to achievement
- Enabling the individual to self-coach
Coaching is not
- Therapy or counseling
- Coaching is not about unraveling ‘personal’ problems. It is about guiding individuals who are functioning or performing very well towards even better performance.
- Counseling provides clients opportunity to ventilate and raise their issues. It is more client directed and the therapist responds to the client and teaches strategies and/or different perspectives as relevant to the issues discussed. counseling can go on for an indefinite time and clients can keep extending.
- Mentoring, consulting, training
- Coaching is not about imparting expert knowledge in a particular field. It is about guiding individuals in self-directed learning and development. The coach may not have specific expertise in the area of influence of the person, but they are able to assist the individual to maximizing their influence.
- Just a conversation
- Coaching is a structured conversation, drawing upon established psychological principles, designed to guide individuals towards considered action. This planned action aims to generate greater sustainable personal and professional performance.
Individual one-on-one performance based coaching (PBC) has been identified as the best approach for individuals to enhance their emotional intelligence and interpersonal skills. Experience alone does not necessarily ensure accurate learning or development; in this way coaching is critical to behavioral change.
Coaching can provide individuals with an opportunity to think differently about the way they conduct themselves within their organization, identify themes and patterns in what they do that are habitual or self-limiting, and to challenge and question assumptions about what they suppose works for them and to recognize what doesn’t.
Performance Based Coaching makes use of evidence-based indicators to help improve an individual’s emotional intelligence, emotional knowledge, and interpersonal skills. PBC follows a proven model for behavioral change. It involves an evidence-based outcome focused coaching approach, combining:-
- Assessment of emotional intelligence abilities and competencies known to underlie and contribute to emotional knowledge and interpersonal skills; and
- Skill development via cognitive-behavioral restructuring utilizing activities that can be tailored to the specific needs of the individual
Emotional Leader Coaching makes use of evidence-based indicators of emotional intelligence in performance-based coaching. Additional coaching of the way you respond to events through behaviors, via cognitive behavioral restructuring, develops your personality and interpersonal skills. The benefits of this process can be seen clearly by comparing results of psychometric testing at the commencement and completion of the emotional leadership coaching program.
The Emotional Leader Program Coaching Process:
- Is “evidence-based” and recognizes the ability model of emotional intelligence as the medium for development and assessment results as the primary source of information.
- Is “outcome focused”; participants are guided through reflective questioning to discover how they can do things differently rather than what the organization needs to do differently or who is to blame.
- Recognizes that learning takes time, however, that learning is cumulative. Simple behavioral activities centered on specific abilities are utilized, and the process involves small actions ‘one-step-at-a-time’.
- Is evaluative and monitors what is working for participants and what is not. We adopt our approach to meet individual learning capabilities and styles to ensure lasting change. We do not demand our clients succeed at every attempt but rather encourage them to view shortcomings as further opportunities for learning.
- Incorporates Marshall Goldsmith’s Stakeholder Centered Coaching Process which delivers the systematic and consistent application of behavioral coaching to individuals and across large populations of executives.
- Empowers behavioral change through developing and applying emotional knowledge and skills.
- Is evaluated against leadership and business outcomes.
Current and Recent Clients
My current and recent clients include senior level executives in financial services, banking, global branding consultancy, global resources industry, transportation, and manufacturing.
- CEO for an international financial planning company to develop his emotional intelligence and interaction with employees
- CFO in a global branding consultancy transitioning to a closer collaborative role with the CEO
- Mid-level team manager to accelerate readiness for more senior role
- Vice-President in a resource company seeking to demonstrate more self-confidence in a highly extroverted, aggressive culture
- Senior deal maker of a major bank to develop and communicate greater conviction on key investment decisions or transition out of the industry
- Senior manager of a major international bank to develop greater understanding of anxiety in connection with bank compliance responsibilities
- Vice-President in a global resource company to develop greater emotional control and to strengthen relationships with key internal stakeholders
- Marketing executive transitioning out of the transportation industry to establish own business
- Chairman of an Asian manufacturing company looking to leave the day-to-day business to CEO and take on an overarching consultative role
- MD seeking to develop personal emotional management when faced with increasingly difficult financial business operating conditions