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Executive Coaching

Does coaching really work in the corporate environment? A recent study in America found that training improved managerial productivity 22.4% while training plus coaching improved productivity 88%.

Executive Coaching IS NOT about giving advice or consulting. It is not about mentoring. It is not about “helping” others by providing solutions to problems.

• Executive Coaching helps create stronger and more productive people
• Executive Coaching targets skills which are valuable to an organization.
• Executive Coaching is directly tied to professional improvement, leadership skills and increased productivity, in turn, it pays off handsomely for the organization.
• Executive Coaching does not “fix” people. The reality is that it will take from 6-12 months of quality Coaching to make sustainable changes.
• Executive Coaching is about individual goal setting, strategising, planning, and achievement. It is about realizing one’s full potential, which in turn, benefits the organization.

It’s about tangible business results.

Executive Coaching can:

• Reduce turnover
• Increase personal productivity
• Increase job satisfaction
• Help attract higher caliber talent
• Reduce job related stress
• Provide a sounding board for executives
• Increase the value of the organization
• Help turn managers into leaders

An executive coach takes into consideration the vision, mission and culture of an organization and the values and professional goals of an individual. The goal is to make sure that both are in alignment.
When the vision, mission and culture of an organization are in alignment with an individual’s values and professional goals, the employee is committed to the organization, more productive, effective and happier at their job. This handles the retention and productivity issues that many organizations face.

It is common in companies to think that they can’t measure the impact of “soft/people” related initiatives, like Executive Coaching. A company can track any initiative that they invest in and should do so with a coaching initiative. A firm can conduct a pre-coaching assessment and circle back every 6-12 months to test for progress. Looking at everything from employee retention, to personal production numbers, it will be clear what effect the initiative is having. A company can measure the results.

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