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Executive Coaching

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From December 2015, I will be undertaking Executive Coaching assignments with generally mid to senior level individuals in national and multinational corporate organisations through my role as Executive Coaching Partner with ALCHEMY Career Management based in Sydney. 

In all Executive Coaching assignments, the coaching between the individual and me remains confidential - even if the organisation is funding the coaching - unless the individual discloses aspects to the organisation or if agreed otherwise. Where the organisation is funding the coaching, we will undertake a tripartite meeting to obtain a brief from the organisation's HR department and/or individual's direct boss as to the objectives of coaching and any feedback about the individual's performance and development needs. I will also communicate with the organisation about the coaching process - but not the content or outcomes.

What is Executive Coaching?

According to Richard Kilburg (1996), Executive Coaching Psychologist and Senior Director of Human Services at Johns Hopkins University, executive coaching is defined as:

“A helping relationship formed between a client who has managerial authority and responsibility in an organization and a consultant who uses a wide variety of behavioral techniques and methods to help the client achieve a mutually identified set of goals to improve his or her professional performance and personal satisfaction and consequently, to improve the effectiveness of the client’s organization within a formally defined coaching agreement”

Does Executive Coaching work? Is there an appropriate return on investment? What are the benefits?

According to Dr Gavin Dagley who, supported by the Australian Human Resources Institute, in a 2007 report titled "A Guide to Using Executive Coaching", answered these questions "yes" , provided there is:
  • Quality of coaches
  • Effective selection and engagement of participating executives
  • Environmental and organisational support
  • Quality in the working relationship between the coach and the executive
  • The structures used in program delivery
  • Appropriate reporting and measurement mechanisms.
Benefits of Executive Coaching

Dr. Dagley's report identified the following benefits for executives of Executive Coaching in descending order:
Clearer understanding of own style, automatic responses and the issues arising from these
  1. Improved communication and engagement skills
  2. Improved coping with stress/robustness
  3. Clearer understanding of own professional performance
  4. Clearer understanding or organisational issues and how to resolve or overcome them
  5. Improved ability to deliver feedback
  6. Improved professional relationships - with directors/managers
  7. Improved professional relationships - with subordinates
  8. Improved decision making skills
  9. Improved assertiveness/self assurance/leadership strength
  10. Improved professional relationships - with peers
  11. Improved motivation in role
  12. Clearer career plans and actions
  13. Improved work/life balance
  14. Clearer strategic perspective
  15. Quicker to move to action in dealing with issues
  16. Improved change agent skills
  17. Improved measured personal performance
  18. Improved delegation abilities
  19. Improved work throughput

Further links on Benefits of Executive Coaching

Anderson, M.C. (2001) Executive Briefing: Case study on the return on investment of executive coaching

Chartered Institute of Personnel and Development (2005) Does coaching work? A report prepared for the coaching at work conference