HPS Leadership Best Practices Journal™

How to Choose and Use a Coach

	Larry Fehd Larry Fehd is CEO and founder of Human Performance Strategies, LLC. Please see bio for professional background and experience. Contact Information Phone: 512-415-0748 Email: lfehd@hp-strategies.com

• CEOs and other senior executives often feel very lonely at the top. It becomes increasingly difficult to get accurate and objective performance feedback as most are reluctant—often with good reason—to open up to investors, management board members, or peers. It is paradoxical that we promote open and honest communication throughout the organization we lead yet need to carefully evaluate whom we can open up to and be honest with ourselves.
• Coaching improves leadership effectiveness by bridging the gaps between current performance and fullest potential. Savvy leaders, while already successful, realize that full potential can translate into improved team and organizational effectiveness, competitive advantage, and bottom-line business results.
• Emotional Intelligence or EI (non-cognitive intelligence) versus the more common IQ (cognitive intelligence) becomes increasing important at higher levels of the organization. Research confirms a direct correlation between Emotional Intelligence competence and leadership effectiveness. A lack of Emotional Intelligence competence is also a significant factor in career derailment at the CEO and other senior executive levels. In essence: IQ + EI = 100% of POTENTIAL©

What is executive coaching?

• Executive Coaching is a process whereby a qualified coach works one-on-one with a leader who wants to perform at their best and inspire the best from their people.
• Executive coaching is a confidential dialogue designed to identify and achieve clear goals that will significantly improve leadership effectiveness while translating to improved team and organizational performance.
• Executive coaching helps the leader to increase awareness of behaviors and then leverage that awareness to develop new abilities and choose more effective behaviors or actions in the future.
• Executive coaching is not business consulting or psychotherapy.
• Executive coaching is often done in conjunction with other leadership development initiatives such as 360-degree feedback.
• Executive coaching is most effective when used in conjunction and combined with developmental planning. The development plan should include the current position and next level or assignment within the organization.
• Executive coaching is a powerful tool to more fully leverage individual and team leadership potential, particularly in today's limited resource environment.

What can I expect from executive coaching?

• Executive coaching engagements normally range between six to twelve months in duration. Remember that you are in the driver's seat and should carefully evaluate your potential coach prior to making any commitment.
• A good coach will always take the time to be available to allow you to decide whether the chemistry is right and their skills are appropriate to your developmental goals.
• A good coach will be willing to invest time in getting to know you, earning your trust and confidence, and building an open relationship. If they are not willing to make this time investment, please consider running, not walking, away from the initial meeting.
• A good coach will be willing to go the extra mile and be available to you and willing to support you outside of regular coaching sessions. This might include email and/or phone conversations as things often arise and warrant discussion outside of scheduled one-on-one sessions.

What are some common characteristics of high-performance executive coaches?

• Ability to establish trust and rapport at the CEO, senior executive, and all other leadership levels within the organization.
• Depth of experience, knowledge of business operations, and at least a general understanding of the vital functions of the organization.
• A successful career and proven track record in industry, with demonstrated effectiveness in positions of senior leadership responsibilities.
• Excellent communication skills and a professional executive presence.
• Skilled and knowledgeable in the use and interpretation of various assessment and development instruments.
• Openness and candor, including a demonstration of integrity and ability to earn and sustain trust and maintain confidentiality.
• The ability to motivate and inspire coupled with a willingness to push toward one's fullest potential.
• Flexible and accommodating to meet the schedules of busy executives and day-to-day demands. Immediately available for urgent situations when they arise.

In the final analysis, coaching is an investment that should help to achieve the full potential of leaders and directly transfer to improvements in individual, team, and organizational performance. Click here to learn more about Coaching and Assessment.