Coaching is a custom-designed, one-on-one developmental experience for the mid- to senior-level executive who wishes to improve performance on the job, or prepare for career moves, by working with another professional. The coach should be able to relate to the learners business environment, provide survey assessments, feedback and guide the executive toward changing and developing identified behaviours and stretch goals within a specified time frame.
People used to think that leadership development could be learned in a single training event. However, just as one does not learn to be a great parent after one training session or a terrific doctor upon medical college completion, leadership development is viewed today as an ongoing and highly personal process.
This includes ongoing coaching by one who has actually played in the game, stays aware and involved with best industry practices, and has experienced the similar stresses of the person coached.
Dimensions of Coaching
Coaches play a number of different roles, according to the learner’s state of progress. Few would argue that the following model (© Clutterbuck) identifies key roles that good leaders play: motivator, goal setter, observer – however, the coach may limit the extent of “friendship” to a professional level. The “friend” role is more akin to coaching from peers, where few professional barriers limit the depth of relationship.