 Executive Coaching Switzerland (Shutterstock) by Gordon Tredgold published on Inc.com
Executive coaching was not something I ever saw myself either signing up for, as I was always of the impression that only poor performers or under performers needed coaching and I never saw myself in that category. That all changed around ten years ago when DHL decided that coaching was going to be a key part of their leadership development. To be honest, I wasn't convinced that this was going to be of much benefit because at the time I was leading a $100m It program, and the coach assigned to me had never led a small project, let alone a large complex international change program, But this turned out to be one of the pivotal moments in my career, one that instrumental in helping me move from Director level to Senior Vice President. Since then I have always looked to work with a coach, have sought our former coaches whenever I have been in need, and have now moved into the Executive coaching space myself as I can clearly see the benefits that it can bring. Here are five things that I got from coaching which helped me in my career. ...Click 'Read More' below Comment by Suzie Doscher:
I enjoyed reading this article written by a fellow coach. I never understand the reasons that companies do not offer more one-to-one coaching for their employees. As Liz Hall states: "However, if an individual gets the right support, they can not only recover from a breakdown, but also become more self-aware and more resilient as a result." I will add that burnout's / breakdowns can possible be avoided if the support is offered early enough. Offer your employees a safe place to talk openly knowing the info will remain confidential offers untold amount of benefits - not only to the employee but also the company. If your employees are in good shape your company can be in good shape! I suggest it to read the article to gain a good understanding of how beneficial one-to-one support can be especially if it is company sponsored. When an employee has to pay out of their own pocket in order to be able to give the company their best what will be lost is motivation and loyalty to the company. No wonder there is so much employee turnover! By Lisa Maulhardt
In the beginning, when a leader steps into a new role, everything’s possible. Good leaders take on new challenges in their careers with optimism and enthusiasm, paying close attention to how they show up as individuals. Great leaders do even more. They know that they also need to push for greatness at every level: in their duo relationships, with their teams, and for their customers and company—especially when they want to have an impact in a new job. Here are seven moves leaders can make as they’re starting a new chapter. (And if you haven’t already, read up on what leaders can do before their first day as well.) ... Suzie Doscher:
Great tips by Harvey Deutschendorf relating to the soft skills also known as Emotional Intelligence. I find in my coaching practice helping clients recognize when emotions are interfering with clear thinking is extremely helpful. Harvey raises a very valid point with this statement: "Not only does a leader with low emotional intelligence have a negative impact on employee morale, it directly impacts staff retention. We know that the biggest reason that people give for leaving an organization is the relationship with those above them." Research has shown us that more than 90% of top leadership performers have a high amount of emotional intelligence or EI. The higher up the ladder that leaders are, the more people they impact and their EI becomes increasingly important. The person at the top sets the atmosphere that permeates the organization, including the emotional temperature. ...Click 'Read More' below |
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