Although executive coaching is becoming increasingly popular, a couple of misperceptions are quite persistent. Such as that executive coaching has to be always action-oriented, that in coaching we never examine a person’s past, or that the coaching process is more important than the coach. That’s, probably, all wrong.
The market for executive coaching is not regulated, and with more coaches in the marketplace it can be difficult for you to choose the right coach. Often it is recommended to select based on the coach’s credentials, their experience, and a chemistry check. But all these criteria are poor predictors for the success of your coaching engagement. Read here what to do instead to find the best coach for you.
Is your job ‘ok’, but it does not truly fulfill you? Do you perform well, but you feel you are not fully utilizing your potential? Then, one reason could be that your job is not aligned with your core values and motivators in life. Understanding your core values can help you not only to find the ideal job, but also to develop yourself further and utilize your full leadership potential.
Leaders using coaching techniques need a structure to make the coaching successful. The GROW model provides a powerful framework for people development, employee engagement, and performance.
Many executives are likely to blindly follow the expectations of others rather their own inner compass. The question you have to ask yourself before taken the next career step is this: do I really want this?
The higher you move up the corporate ladder, the more external confirmation you receive that you are doing things right. And you are receiving less honest and less candid feedback. But such feedback matters, because behaviors that may have been tolerated in your previous job could now seriously sabotage your new role and ultimately your career. Read about typical behaviors that you want to avoid in order to prevent derailment.
Leadership is synonymous with strength and courage, so what happens when you need help? Isn’t that a sign of weakness? The truth is: great leaders know that they can accomplish great things only with and through others, and they will make use of all the help they can get!
Driven by a pressure to create impressive results quickly, executives in transition often forget the people around them. But a leader without followers is just a man taking a walk. As people are the key to success in any business and any industry, read here how you can leverage your own impact as a leader by pulling your people with you right from the first day.
As a leader in a new role you are in the spotlight. Everyone is watching you to see how well the ‘promising talent’ is doing. Decision makers are anxious to prove that promoting you (and not the other guy) was the right choice. Your desire to create some ‘quick wins’ is understandable. But be careful not to drown in the quicksand you might create.
It’s not the obvious things that are likely to sabotage your new career, but the things you least expect or don’t know about. You may know what’s expected from you in your new executive role, but do you know what skills and competencies you need specifically to excel in your new job?