I recently spoke with the Human Resources Director of a company regarding providing executive coaching for the company president. The HR Director asked some very pertinent questions to determine fit. She specifically wanted to know if I had evidence to support the efficacy of executive coaching for leadership development of executive team members.
The HR Director and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are critical competencies for coaching executives. We also spoke of the need for her organization to create an organizational culture where innovation flourishes. The Human Resource Director is interested in partnering with me in helping the president to become a motivational and inspiring leader. We discussed how company executives can get the most out of an executive coaching program.
How to Get the Most out of Executive Coaching
Let’s look at three studies that are widely accepted as being quality research.1. Gerald Olivero, Denise K. Bane, and Richard E. Kopelman, “Executive Coaching as a Transfer of Training Tool: Effects on Productivity in a Public Agency” appeared in Public Personnel Management, vol. 26, no. 4 (1997), pp. 461-469.
Summary: Describes the advantages of one-on-one executive coaching in positively influencing transfer of training. Examines the effects of executive coaching in a local government agency. Thirty-one managers took a management development program followed by eight weeks of one-on-one executive coaching. The study finds that training increased managerial productivity by 22.4 percent, while coaching increased productivity by 88 percent.2. Andres D. Ellinger, “Antecedents and Consequences of Coaching Behavior,” Performance Improvement Quarterly, vol. 12, no. 4 (1999), pp. 45-70.
Summary: Discusses the use of coaching to facilitate the development of learning organizations. Presents the results of a study to determine the outcomes of coaching interventions. Finds that managers’ commitment to coaching can impact employee, manager, and organizational performance.3. Carol Patton, “Rating the Returns,” Human Resource Executive, vol. 15, no. 5 (April 2001), pp. 40-43.
Summary: Outlines a nine-step ROI process that determines the value of executive coaching. Claims that this process must be applied consistently throughout the organization. Includes a list of measurement tools and important ROI measurements.
(Source: Morgan, H., Harkins, P., & Goldsmith, M. (Eds.). (2005). The Art and Practice of Leadership Coaching. John Wiley & Sons, Inc.)
There are many other studies that show spectacular results from coaching programs. Most do not meet standard guidelines for rigorous measurements. Many are based on anecdotal experiences. Also, the measurement of the perceived value of a benefit is not the same as the measurement of changed behaviors.
Are you working in a company or law firm where executive coaches are hired to help executives become better leaders? Does your company or law firm provide leadership coaching to help leaders to be more effective at leading others? During tough economic times, leaders at all levels need to improve their leadership competence.
One of the most powerful questions you can ask yourself is “Am I improving individual and organizational performance?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders to be more effective at leading and inspiring others.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where authentic leaders motivate others to improve individual and organizational performance . You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to email@example.com.