How Do You Tailor Coaching Strategies for Executives?
Executive coaching demands a personalized touch, and to shed light on this intricate process, we've gathered insights from top professionals including Business Coaches and CEOs. From facilitating self-exploration to abandoning the "package" approach, discover four methods these experts employ to tailor their coaching for the individual needs of executives.
- Facilitate Self-Exploration
- Align Coaching with Executive Goals
- Encourage Reflection on Interactions with Others
- Abandon the "Package" Approach
Facilitate Self-Exploration
First, I enroll my client into high-level concepts of coaching - ensuring they understand that I'm not here to give answers; I'm here to facilitate their own exploration. With that in mind, I simply ask them things like, "What traits are you aware of that block your progress or slow you down?" and "What approaches tend to discourage you from taking action?" With this basic data, I have a clearer idea of which strategies to avoid and which to lean into.
Align Coaching with Executive Goals
All coaching engagements are predicated on the presenting short-term and long-term goals of the coachee. As executives develop their management and leadership styles and approaches over the course of their careers, new challenges arise. Research illustrates that a coachee's solid understanding of the 'why' behind their goals, coach support in building self-efficacy, and translating this to leadership flexibility are key ingredients to leadership coaching outcomes. My own customization utilizes assessments based on each coachee's goals, and my background as a psychologist informs the different theories and coaching strategies I may draw from.
Recently, one of my executive leader clients experienced a significant business model change in his organization. The ensuing shift of priorities ultimately created a misalignment of foundational values between my client and his organization. Our work pivoted to both the practical change-management and communication strategy needed for his own team, as well as exploring his personal and professional non-negotiables for a future with this organization.
Encourage Reflection on Interactions with Others
I tailor my coaching strategies by encouraging executives to engage in deep self-reflection and understand the obstacles that might affect their interactions with others. This involves defining their short-, medium-, and long-term goals to create a clear roadmap for development.
For example, I worked with an executive who was perceived as unapproachable by their team, the 'smartest one in the room,' which can be a turn-off to one's team. Through self-reflection exercises, we identified how their direct communication style, while efficient, could come across as, 'What does it feel like to be on the other side of you?'. Then we set specific goals:
Short-term goals: Focus on competencies, active listening skills, and emotional intelligence through targeted exercises and feedback sessions.
Medium-term goals: Implement these skills in daily interactions and team meetings to foster a more inclusive environment.
Long-term goals: Cultivate a leadership style that balances the accountability of self and others with approachability, ultimately enhancing team cohesion and performance.
By focusing on self-awareness and the impact of one’s behavior on others, and aligning these insights with clear, time-bound goals, coaching becomes a powerful tool for personal and professional growth.
Abandon the "Package" Approach
A long time ago, I abandoned the "package" approach to improving executives' weaknesses. I discovered that many of them require unique approaches to overcome their pain points. As an example, I worked with a female executive who went on to be on the board of a Fortune 500 company because I had her reinvent her self-image. In all the typical areas, her skills required sharpening. However, she didn't believe in her core that she deserved to be one of the top dogs on the 30th floor. I had to tailor my approach to help her overcome her negative self-image. After doing so, she prospered.
