Over the past few years, companies have become increasingly interested in performance coaching to maximize the potential of their leaders.
However, it has been noticed that the steady growth in the number of executives and managers seeking business coaching has also resulted in confusion about the difference between executive coaching vs. training.
Experts in the intelligent leadership and executive coaching industry have seen firsthand how interested many organizations are in investing in their people. Although, in many cases, the leaders of these organizations are not always confident about what business coaching should cover or what methods should be offered.
Many people think executive coaching is similar to training or counseling, which is not always true. The differences between coaching and training should be understood by your organization if you are providing both to your executives. Doing so will prepare your company for success.
Approach the situation with a proactive approach
People who are already performing well in their respective positions are the ones who get the most benefit from executive coaching programs.
Additionally, coaching is proactive; it helps workers and leaders maximize their full potential in the workplace and move ahead in their careers. Coaches don’t usually work with people who are struggling with their jobs and are looking to improve. In fact, most evidence suggests that they work with people who are already performing up to standards and want to become even more successful and effective.
The differences between training and coaching lie in the manner in which the problem and treatment goals are addressed. For example, people generally choose to enter professional training sessions when they have difficulties dealing with life challenges or maintaining their day-to-day functioning due to various conditions, including depression and anxiety.
Consider what you really want out of the coaching relationship before hiring a business coach for yourself. You should think about your long-term goals: How can you improve your strengths? What weaknesses would you like to manage? Upon completion of the coaching program, what do you hope to feel?
It is important to design coaching programs at the organizational level to assist in achieving specific strategic goals. Do not simply offer to coach for the sake of offering it; consider what your people’s coaching sessions should accomplish. What are your goals in terms of improving leadership skills, improving talent retention, or training emerging talent?
Defining communication expectations
While executive coaches maintain confidentiality in the same way that a therapist would, there aren’t many restrictions on how often and how much contact between sessions coaches and clients should have. A coach will often suggest that clients communicate regularly between sessions. The coach and client should have ongoing conversations and back-and-forth to help them achieve results.
It’s important to set up clear expectations upfront when starting a new coaching relationship about how much work (from the client) needs to be done outside of scheduled coaching sessions. The coaches we’ve encountered commit to a certain level of services, let you know whether they’ll be accessible through email or private message and respond within a certain amount of time.
Your organization’s privacy and confidentiality policies should be followed when providing coaching services. Unless it is covered by an appropriate nondisclosure agreement or by another contract that would cover it, coaches do not expect your employees to share sensitive information or business secrets.
Measure the results
Executive coaching involves clients creating a timeline of goals, as well as measuring the progress they want to make during the relationship.
Some goals may not have numerical results, but instead, they may include specific projects or milestones.
Ensure that both the coaching client and the coach are aware of the expectations. The coach will often be able to offer more insights and ideas into the specific strategies you are bringing on board to help with if you share more details about them with them about the specific initiatives that they will be working on to deliver specific results.
Provide appropriate services
The role of a coach is similar to that of a therapist as both are concerned with improving a person’s well-being.
A leader may be required to determine whether a coach or a therapist would be appropriate in certain workplace situations. Employees should be able to receive therapy services under the auspices of mental health care, such as an employee assistance program.
Consider offering executive coaching to your high-potential leaders if you are considering offering general leadership development to your staff. Assure that your executive coaching program contains specific goals and timelines, provides opportunities for ongoing communication and is compatible with the level of support your employees require.
For more information, be sure to do your diligent research online to determine the right executive coach specializing in intelligent leadership that fits your overall business goals and objectives to help take your career and organization to that next level of success.
