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In the last HCA Advisor, we discussed the most common leadership coaching scenarios. While there may be differences in the specific objectives, all coaching engagements should follow a structural methodology to improve the likelihood of success.
This and the next newsletter article will help guide you and your organization through the process to executing a successful coaching engagement.
Coaches
Coaches are often part of group practices, while others work alone. Many coaches are certified through several recognized organizations; others have built their skills and competencies through years of valuable practical experience.
"There is absolutely no substitute for having been there and probably done that, and it's particularly valuable if your coach has P&L or budget responsibility."
--Cathy Lange,
HCA Dir. of Leadership Development & Executive Coaching
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Cathy Lange, who leads the Human Capital Advisor (HCA) Leadership Coaching practice, strongly advises organizations to find coaches who have experience leading groups or organizations or who have run businesses, so they can better relate to the challenges of today's leaders. "There is absolutely no substitute for having been there and probably done that," she says, "and it's particularly valuable if your coach has P&L or budget responsibility."
Step 1: The Sponsor's Engagement
Most coaching projects are initiated by sponsors, people who either suggest coaching or who will track its progress inside an organization.
The coach must understand the perspective of the sponsor. A meeting between the two should lay out the high-level expectations and growth targets for the executive to be coached. A few ground rules are established to ensure the sponsor understands the nature of the relationship between coach and executive. "The single most important understanding is that what is discussed between the coach and executive over the course of the assignment is strictly confidential," says HCA Leadership Coach Marcy Schwab. "Confidentiality provides a level of security for the executive that's necessary before trust with the coach can be established."
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Step 2: Selecting a Coach
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"Confidentiality provides a level of security for the executive that's necessary before trust with the coach can be established."
--Marcy Schwab
HCA Leadership Coach
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After a coaching firm is selected, the sponsor or human resources department should insist that the targeted executive interview at least two coaches to ensure a good coach/executive fit. The coach selection must be made by the executive. This is critical to a successful outcome. Before meeting the coaching prospects the executive should prepare questions that focus on the coaches' business background, coaching experience and the coaching process and style. Trust is a cornerstone of the relationship so great care must be put in this selection process.
Step 3: The Handoff from Sponsor to Coach and Executive
Once selected, the coach, sponsor and executive meet to discuss the process and desired outcomes to ensure everyone is on the same page:
- Agreement is essential to the success of the initiative. The coach will outline expectations, time required, frequency of meetings, preliminary evaluations, status reporting, follow-up, etc.
- Establishing how "coachable" the executive is is foremost. He or she must be willing to receive, process, respond to and accept/embrace feedback; otherwise, a successful coaching outcome is unlikely.
The coach will set up an in-depth information gathering session with the executive to learn more about the:
- Specifics of the executive's role in the company and the environment in which he or she operates
- Organization's structure, culture and mission
- Pressures, tempo and rhythm
- Important personal issues such as career path, strengths, areas for improvement
Finally and most importantly, what are their preliminary thoughts about coaching goals, the toughest challenges and greatest aspirations?
Step 4: Assessment Tools
Assessment tools (discussed in earlier editions of HCA Advisor) provide insights into individual personality styles.These styles can provide great clues and insights into behavior and accelerate the coach's understanding of the executive. HCA, for example, uses a variety of research-backed assessment tools to:
- Understand the core personality-driven attributes of the executive
- Gauge perceptions of co-workers, subordinates and superiors to better understand the dynamics in play
The executive chooses the individual feedback sources that help identify gaps between self-perception and others' views.
Once these four steps are completed, the one-on-one coaching is set to begin. In our next newsletter, we'll outline the process and how executives and their organizations can get the most out of executive leadership coaching.
Click here to see previous issues of HCA Advisor in our Archives
Have a safe and happy Thanksgiving!!
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Meet An Advisor
Cathy Lange
Cathy is Director of Leadership Development and Executive Coaching at HCA. She provides a range of coaching services for executives and leaders in emerging and Fortune 500 companies, government agencies and non-profits. ( Click here to see Cathy's full bio in the October issue of HCA Advisor.)
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Meet An Advisor
Marcy Schwab
Marcy is a Managing Director and Leadership Coach with HCA. She provides executive advisory, strategy expertise and leadership coaching to senior executive clients in the DC area and beyond. With 20 years of experience in corporate leadership roles, her extensive experience provides a deep perspective on the substantive issues and leadership opportunities for leaders in organizations. While at Capital One and Sallie Mae, Marcy led highly matrixed teams on the strategy, product development and marketing of groundbreaking businesses. She has served on a number of boards and currently serves on the board of directors for the Charles E. Smith Jewish Day School and is a credentialed coach through the International Coach Federation. She earned her MBA from The Wharton School of Business, a BS in engineering, cum laude, from The University of Pennsylvania and a Leadership Coaching Certificate from Georgetown University.
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