|
FREQUENTLY ASKED QUESTIONS
Here
are some selected questions and answers intended to clarify how we
approach Executive Coaching at The Journey: Legacy and Leadership Coaching:
My
boss tells me I need coaching.
How do I know if I really need
executive coaching?
Your boss may be right. An
executive coach may be able to
help you work on some of your
leadership style blind spots.
However, a better question might
be, "Do I really want an
executive coach?" There is a
difference between "need" and
"want."
Executive coaching
focuses on change. Changing
something starts with wanting
to change; a desire to change
something is one of the most
important success factors in
executive coaching.
Coaching sounds like therapy.
What are the differences between
coaching... consulting...
mentoring... and therapy?
These
"helping" professions
may use similar techniques;
however, there are some
important differences between
each of these areas.
-
Coaching is results-driven and focused on
the future. Operating from the
belief that the answers to
questions of change lie within
the client, effective coaches
ask insightful questions; they
rarely provide advice or
suggestions for change.
-
Consultants are hired because of
their expertise. Generally,
they are brought into an
organization to analyze a
particular problem and provide
specific answers.
Consultants are not coaches;
they operate from a position of
giving advice.
-
Mentors
give advice based on their
experience. They tend to model
behavior and they help provide
insight into a specific company,
industry or occupation.
-
Therapists are
similar to coaches, yet
different. They focus on the
past for insights into current
behavior. Typically, therapists
are concerned with symptoms and
root causes of behavior.
Therapy tends to be a long-term
relationship, whereas coaching
is more short-term in duration.
While each of these
professions are different, they
may collaborate within a company
setting to bring about
individual growth or
organizational change.
^back to top
What’s my
"return on investment" (ROI) if
I engage an executive coach?
Will executive coaching cause
higher levels of performance
and increased business results?
Possibly. Is there a strong
correlation between coaching
and enhanced individual or
organizational performance?
Yes!
Several recent studies have
demonstrated that executive
coaching can generate an average
return of more than
$100,000 – or about six times
the cost of individual
coaching. Other studies have
shown that executive coaching
may increase quantifiable job
performance by as much as 250 –
700%.
Perhaps, the most important
factor in determining whether an
executive receives a significant
ROI with coaching is how
strongly the executive is
committed to personal change or
growth.
How do I choose an executive coach?
With care. The relationship
between a coach and a client may
be one of the most important
success factors in a coaching
engagement. When selecting an
executive coach, you should look
at the person’s background,
experience and training. Talk
to 2-3 potential coaches.
Determine if there is a "fit"
between your coaching needs and
the expertise of the coach.
Seek out coaches who ask great
questions rather than coaches
with great answers. Finally,
understand that personal
chemistry is an important
element of your decision-making
process. Obtain references from
a potential coach and trust your
intuition.
Is it
important for an executive coach
to have a written Code of Ethics
or a statement around client
confidentiality?
Absolutely! A credible and
effective executive coach will
abide by the International Coach
Federation’s "Code of Ethics."
They will have either a separate
written statement of ethical
conduct or they will have a
clear and unambiguous statement
of ethics outlined in their
formal coaching agreement.
^back to top
How much
do you charge for executive
coaching?
Fees will vary depending on the
duration of the coaching
assignment and on the nature of
the coaching challenges. Most
executive coaching engagements
are established on a set fee
contract basis rather than an
hourly rate. Additional costs
may be incurred for the
administration of specific
diagnostic instruments or
customized 360-degree
inventories.
How
long is a typical executive
coaching engagement?
Most executive coaching
engagements are six to nine
months in duration. Some
coaching assignments may be less
than six months when the focus
is on single-issue change.
Are your
executive coaching sessions
conducted in person or by
telephone?
Both.
Coaching conducted in person can
be extremely helpful in
promoting change in verbal and
non-verbal behavior. Coaching
conducted over the telephone can
be very effective if a strong
coaching relationship has been
established and if the coaching
outcomes are clearly
articulated. An ideal situation
is some combination of these two
coaching techniques.
^back to top |
