Organizational Success
Are you working in a company or law firm where leaders link the importance of leadership development with organizational success? How do leaders in your company or law firm view the importance of your leaders developing the qualities of good leadership?
One of the most powerful questions one can ask is “Does our company leadership fully support leaders to develop their leadership skills?” Emotionally intelligent and socially intelligent leaders are excited about improving their leadership skills resulting in the organization becoming more successful.
Linking Coaching to Business Results
There are times when coaching does not work. To be optimally effective, coaching must be well managed and aligned with other organizational goals and processes. Many errors can be avoided when the sponsor of the coaching program (i.e., the person hiring the executive coach) recognizes this need for organizational and business strategy alignment.
However personally important the work becomes between the executive and coach, there must be alignment to business outcomes and organizational success. Otherwise, you are offering a personal perk for the executive and run the risk of no outcome or even a negative outcome for the organization.
Although coaching goes on behind closed doors, it should not happen in a vacuum, ignoring the system within which the individual operates. No amount of individual coaching will improve a situation that has its antecedents in organizational problems. What may originally look like an executive needing coaching may actually be an organizational problem masquerading as an individual issue. When an issue is organizational it calls for interventions beyond the scope of executive coaching at an individual level. Because such complexities are common in organizational life, there is often a necessity for multiple solutions.
Coaching is not a panacea for all that is wrong in an organization. There will always be a need for OD and management tools. Without them there may be individual improvements that lack the ability to link them to the improvement of organizational performance and well-being. Group interventions are still important.
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become a leader who strives to improve his/her leadership skills and help the organization achieve success. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become happily engaged and aligned with the vision and mission of your company or law firm.
I am currently accepting new executive coaching and career coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com
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