What About Coaching?

There are a variety of questions that often come up when an individual is considering executive coaching.

I share here some of those common questions, along with some of my perspectives.

Question: What kinds of results have leaders achieved through executive coaching?

There are a wide range of positive results that executives have achieved through actively engaging in executive coaching.

Here are just a few from my perspective:

• More effective leadership, including decision-making
• Readiness for new executive roles
• Greater self-awareness and confidence
• Reduced blind spots
• Improved strategic results
• Greater work-life balance
• Development of their team through purposeful delegation
• Improved execution on strategic priorities

Further, I find that leaders often see a positive ripple effect in areas of their life outside of work.

Question: Are there particular types of leaders who have most benefited from executive coaching?

There are many different types of coaches and coaching approaches. Some tailored to particular types of leaders and circumstances.

In my work, I have found that the types of leaders who have been particularly successful when engaging in executive coaching are:

• Leaders who are high achievers
• Individuals who possess a desire to learn, grow and improve
• Executives who seek to make an even greater impact
• Leaders who connect their personal growth needs to the organizational priorities they are responsible for achieving
• Executives in organizations with ambitious goals and objectives
• Leaders who possess the skills but lack some confidence as an executive.

Further, I have witnessed success across a range of executive roles from President & CEOs, to COOs. From HR Executives to Clinical Executives. It is not about the title per se but about the individual’s drive for personal growth and development to ensure achievement of important organizational goals and objectives.

Question: What are common areas for growth and improvement that executives have worked on through executive coaching?

Again, there are a vast array of coaches out there, some specializing in particular niches.

By way of examples here are some common areas that folks have focused on in our work together:

• Executive presence
• CEO-Board relations
• Readiness for advancement
• Better delegation
• Consistency in follow-through
• Handling inter-personal conflict
• Coaching & developing their team
• Strategic thinking

What is the hardest part?

Honestly, simply taking the first step to reach out to see what is possible.

I think this hesitancy stems from leaders believing the following long-held myths. Namely:

Myth 1: Needing help is a sign of weakness.

Myth 2: Only under-performers need coaches.

Myth 3: People will think less of me if I have a coach.

The reality is that the best do the best with coaching; and they unleash some incredible results for themselves and those who count on them.

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Kathy Letendre, President and Founder of Letendre & Associates, advises organizations and leaders to create their excellence advantage.
Contact Kathy by phone or text at 802-779-4315 or via email.