F A Q's
Here are some questions we receive
regarding Barbara's executive
coaching.
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What do you
expect of the leader
(coaching partner) and
their organization?
If the leader isn’t
committed to personal
and professional
development, coaching
may not be the best
choice. For executive
coaching to be most
effective, the leader
needs to make the
following commitments:
- Allocate adequate
time (typically 90
minutes) for coaching
sessions
- Be willing to
practice new behaviors
- Accept feedback on
blind spots
- Reflect on successes
and failures
- Consider different
perspectives and
points of view
- Risk challenging
current beliefs
- Follow-through on
coaching assignments
The organization has
responsibilities, too.
It is the context for
coaching; therefore the
goals and purpose of
coaching need to be
clearly articulated from
an organizational
perspective. If there
are performance issues,
it is the responsibility
of the organization to
provide this feedback to
the leader in advance of
coaching.
The leader will need
time to participate in
the coaching sessions,
and time to make
changes. Leaders
generally need four to
six hours each month for
coaching conversations
and three to six months
to make changes.
On-going feedback is
essential to support the
change process. Key
stakeholders within the
organization need to be
willing to provide the
leader with feedback.
This includes periodic
three-way conversations
among the coach, the
coaching partner and a
representative from the
organization.
The organization needs
to trust the coach and
the leader to have
confidential
conversations that align
with the desired goals.
Last, the organizational
culture needs to support
professional growth and
development.
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