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SEVEN Things Your Executive CoachWants You to Know
Kim McKinnon, PhD
The Numbers of Coaching
ONE Client TWO Partners THREE Outcomes FOUR Questions FIVE Truths SIX Qualifications SEVEN Results
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ONE Client
The Coach’s View of the Client
Capable and competent Potential to excel An expert on themselves A ‘person’ with a number of roles Accountable and responsible for
themselves
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TWO Partners
Client’s Role
Ready for change Open to feedback Generates options Willing to take action Accepts responsibility
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TWO Partners
Client’s Role Coach’s Role
Ready for change Open to feedback Generates options Willing to take action Accepts responsibility
Promotes open climate Offers process for growth Challenges the client Ensures actions are specified Holds client accountable
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TWO Partners
Client’s Role Coach’s Role
Ready for change Open to feedback Generates options Willing to take action Accepts responsibility
Promotes open climate Offers process for growth Challenges the client Ensures actions are specified Holds client accountable
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Outcome of Partnership
• Priority dilemmas identified• Variety of options explored• Specific actions designed• Progress shared• Results obtained
THREE Outcomes
Clarity Insight
Action
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THREE Outcomes
Clarity “I became so clear on my priorities that my actions were
obvious. I now have a very, very clear focus for my work.”
CFO, Travel Services Company
Insight “The assessment we used provided me with information
that explained my difficulties. Using the data, we were able to design a plan that allowed me to compensate for my areas of weakness.”
President, Global Manufacturing Company
Action “Having a coach to hold me accountable made all the
difference. I was able to accomplish the things that I really wanted to do but previously never seemed to get to. I was amazed at how much I got done.”
City Manager, Major US City
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FOUR Questions
What do you WANT?
What have you GOT?
What are your OPTIONS?
What are your ACTIONS?
“The Fundamental Four”9
FIVE Truths
Coaching doesn’t work with everyone
All coaches are not created equal
Clear ‘desired’ results = likely ‘actual’ results
Development takes time – but it doesn’t take forever
Organizational support significantly enhances coaching effectiveness
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SIX Qualifications
Experience coaching clients in similar roles
Familiarity with the behavioral sciences
Understanding of common business priorities
Completion of a formal coach training program and earned coaching credential (ICF/ BCC)
Clear methodology/ approach to coaching
Success – a track record of excellent work
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SEVEN Results
Individual results: Improved senior leadership effectiveness
Improved alignment /teamwork of senior leader team
Lowered leader derailment risk
Development of future leaders
Organizational results: Increased engagement
Increased retention
Increased productivity12
Sources:
Center for Creative Leadership Hogan Assessment Systems Human Resource Planning Manchester Review Harvard Business Review Philosophies of Kim McKinnon, PhD Contact: [email protected]
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