Coaching of top managers
Coaching of top managers almost always touches on issues of personal effectiveness and life goals, which is directly related to the development of their business. These are very personal and delicate issues, so the moment of establishing a trusting relationship becomes a priority in working with the top staff.
Top managers are result-oriented people, and it is important for them to see the fruits of coaching work after the first sessions. Of course, this is not always possible, in particular when it comes to personal development of a person. Therefore, it is very important for the coach to monitor the equal ratio of the process and the result, while he needs to pay special attention to the result of the manager’s work. It is possible to find out how far the coach is from achieving the planned result on the basis of a previously agreed contract — what results and in what time can be achieved, with what areas of mutual responsibility, with what risks and intermediate results.
At the initial stages of working with top managers, the coach needs to be careful. And after overcoming the trust stage, a healthy confrontation begins to appear — customer requests begin to go beyond just business.
In this case, what can a coach offer to a top manager? It all depends on the person and his requests. Usually clients are interested in self-management, which includes emotion control, motivation, self-management, or people management, that is, communication with their subordinates. In the latter, it is especially valuable to draw the attention of the manager to how others perceive his behavior, what kind of feedback he causes in people. So, with the help of closer introspection and attentive attitude to oneself, there is also a greater sensitivity in relationships with others. In this way, communication goals are achieved faster and more efficiently.
Top managers usually see a coach as their partner in achieving their own and business goals. And this is true, because coaching is the integrity of goals and tools, and both sides work to achieve results. Another thing is that it is important to separate the areas of responsibility of the coach and the client. The first is responsible for the coaching process itself, and the second for the decisions he made.
The coach not only asks questions, but also “conducts” the process, directs it in the right direction, helps a person to observe their own reactions. The task and skill of a coach is therefore to promote the development of the creative potential of a top manager. In most cases, the latter has to leave the comfort zone to make new decisions. The coach provides support to the client, helping to see and realize the necessary resources. This is the uniqueness of coaching, because this is hardly possible in counseling and training.