Executive Coaching offers senior managers the opportunity to develop effective interpersonal and leadership skills. These skills are often under–developed when technical competence has been the principal criteria for promotion and advancement. The result is ineffective, or dysfunctional, patterns of personal behavior in the organizational setting. Frequently, coaching is the final attempt to keep the executive in the organization.
The coaching process is Socratic, combining education with behavioral modeling. The executive contracts with the coach for specific behavior changes and an interval during which he or she will be in the constant presence of the coach, throughout all daily activities. The coach observes the executive's behavior and provides feedback on the effectiveness of observed behaviors. Alternative behaviors are suggested, then observed in practice.
The Executive Coaching process requires selected executives to:
· Accept personal responsibility for behavioral change(s)
· Contract for specific personal changes in the workplace
· Contract with a (more senior) mentor in the organization
· Receive behavioral feedback from workgroup members (360 °)
· Conduct daily activities in the presence of the coach
· Receive specific and immediate feedback from the coach
· Receive tailored education from the coach
· Receive periodic feedback from workgroup members (360 °)
· Participate in scheduled follow–up meetings with the coach.
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