EXECUTIVE COACHING

Who should have an Executive Coach?

Some questions to ask yourself to help determine if you should have an executive coach.

Am I growing as a leader?
Am I equipped for what I need to achieve in this next year for my business?
Am I learning from my mistakes, from my business’s mistakes?
Do I deeply understand what it will take to execute our business strategy, and am I capable of driving it?
Am I fully utilizing my strengths at my level in the organization?
Am I acknowledging and working with my weaknesses?
Am I aware of my career-limiting behaviors and thinking about how to manage myself given this knowledge?
Do I know enough about myself as a leader to forge my own path and gain a strategic voice in my organization?

Similarly, if you are experiencing a leadership or executive job transition, executive coaching helps you make sense of what you have learned and are taking away from your experience so that you are better equipped to speak about and manage a new executive role, a new industry, a new set of pressures.

Executive coaching has gone beyond performance problem solving. Coaching is now most often applied to top performers whose leadership and growth potential are highly valued by the organization. If you hold a senior management position in your organization, such as CEO, CMO, CFO, CIO, VP, General Manager, or Director, and recognize that your orientation must be forward with a focus on effectiveness and impact, that you seek to discover the best solutions to meet the organization’s objectives, and are willing to make a sincere effort to improve your own leadership, you should have an executive coach.

Whether you hire a coach as a company resource or as a private individual, you are moving your organization and your leadership forward.