Managers are confronted with numerous challenges, demands and expectations. They are under constant observation. For their employees, they serve as role models; for the public, they represent the company to the outside world. Often they themselves also have superiors who demand and monitor the achievement of certain goals from the managers. In order for a manager to successfully master his or her demanding tasks and also to develop personally, he or she can seek help in executive coaching. There they gain implementation skills and learn the core competencies of management.
What is executive coaching?
If a manager wants to increase his effectiveness and efficiency, he can work on it in an executive coaching. This usually takes place in private. In several consultations, the coach develops a personal development plan for the manager. This supports them in the implementation of their professional and private goals. Measurable results show the executive how close she has already come to achieving her goals.
Executive coaching helps leaders to develop their leadership skills. At the beginning of the coaching, coach and coachee agree on the topics to be worked on in the sessions and how many appointments there should be. Together they determine the goals that the leader wants to achieve with the Coaching would like to achieve.
Executive Coaching: What is the benefit for me?
There are various reasons why managers book coaching. Often they seek help because something is not going so well: There is a high employee turnover and a high level of sick leave, employee performance and motivation are declining, the Teamwork is problematic or the working atmosphere is generally poor.
If you immediately motivation of your employees, we have here the have summarized a few methods for you, with which you can easily achieve this. Other occasions for executive coaching can be:
- Taking up a new management position
- Change to a management position from a technical position
- Special challenges as a young manager
- Special challenges as a female manager
- Further development of one's own leadership competencies or learning a new Leadership style
- Dealing with a personal crisis that has an impact on professional activity
- Search for a better work-life balance
- Promotion and Development of the own team
- Leadership of an intercultural team
- Optimization of the own appearance and the external effect
- Leading a virtual or hybrid team.
Executive coaching helps with a wide variety of concerns to broaden one's own perspectives and options for action. The executive gains clarity about his or her fields of development and Potential. She reflects, clarifies and strengthens her leadership role.
The search for the ideal path
Often a manager comes to a coach because he or she is looking for the holy grail, the only right way to perfectly lead his or her team. This approach is also favoured by the extensive literature that exists on the market on the subject of management. This suggests to managers that there is a patent recipe for the right management style that automatically leads to success.
In fact, leading a team is a highly individual matter that depends on many factors. What works brilliantly in one company, in one industry, in one team, can be a disaster in another. People themselves are also different and so, even within a team, one leadership style is not suitable for every employee.
To get an overview of the relationships and conflicts in your team as a first step, you can use a Create sociogram. This can then be used as the basis for coaching, which focuses on optimising teamwork.
Executive coaching creates clarity. The manager recognizes where the problem lies and what he or she can do about it. Once the knot is untied, not only the motivation and performance of the manager increases, but often of the whole team. Executive coaching takes place in private in order to do the best possible justice to the executive. She is at a certain point and faces certain problems. Through coaching, she learns specifically how to get out of this particular situation and how to move forward for her from here in the medium term.
What are the contents and goals of executive coaching?
A successful manager not only performs his or her tasks competently, but is also a convincing personality. This in turn has a positive effect on their team, for whom they act as role models. The role model function of the boss has the greatest influence on the behavior of the employees. If there is an atmosphere of trust, mutual appreciation and responsibility, the team will give its best and achieve the best possible performance.
Executive coaching starts with personality development. First, the coach conducts an as-is analysis with the executive. They find out how the values, competencies and personality traits of the executive fit with the requirements for their performance. In most cases, executive coaching differentiates between lower, middle and top management levels of responsibility.
The requirements differ depending on the management level. In general, however, the aim is to define a manager's area of responsibility. The coach will ask what criteria are used to assess the manager's performance. He will ask which competencies are necessary for the manager to achieve his goals and also which competencies are required by his employees. Finally, the coach and coachee (the executive) will look at how well the required performance matches the personality and values of the executive. Are they compatible with the manager's personal goals? The creation of a personality profile serves to design a personal development plan. This also results in target agreements.
Executive coaching: goals and perspectives
The manager must know where she wants to go. Based on this, she develops specific goals with her coach. These include not only the professional but also the private sphere. Everything must be in balance for a person to be truly successful and achieve what he has set out to do. Therefore, everything cannot be in order professionally while chaos reigns in the private sphere. The imbalance would have a negative effect on professional success in the long run. In executive coaching, both areas of life are always taken into account.
The central topic in executive coaching is the professional career. Together, coach and coachee find out which professional development best fits the values, personality traits and competencies of the executive. Nevertheless, they also work on ensuring that everything is in balance in the executive's private life.
Measures to achieve the objectives
To achieve your goals as a leader, you need motivation, influence and power. You have to overcome resistance and assert yourself against competitors. In addition, you need Resilience (resilience), so that you can put defeats well away and carry on afterwards. You should also be physically and mentally fit so that your plans do not fail due to health problems.
At this point, coach and manager find out what the manager - and also her employees - draws her motivation from. She gains clarity about which methods of exercising power suit her best and how she reacts when others exercise power over her.
With the coach, the manager also discusses how she can best influence her employees to meet her expectations. She acquires tools to create a good working atmosphere and to deal with emotional defeats or frustrations herself.
Maybe you know this from yourself: You attend an inspiring seminar over the weekend, are full of energy and drive and go to work on Monday morning with the firm intention of moving mountains today. But by Wednesday at the latest, your zest for action has completely vanished and the old routine has you firmly in its grip again.
In order for executive coaching to have a lasting effect, a good coach will always provide his coachee with instruments to measure success. The success of a coaching can be measured, like marketing measures for example, on the basis of certain KPIs that the coach and coachee define together in advance. Usually, both meet again after a few weeks or months to discuss the current status of the coachee's competencies and performance. Based on this feedback, they derive new consequences and measures to further optimize the executive's performance.
What does an executive coach do?
The coach is the sparring partner of the executive in executive coaching. Especially in the higher management levels, it is difficult for managers to find someone who gives them competent feedback, questions their ideas or with whom they can generally exchange ideas at eye level.
It is not the task of a coach to give advice or even instructions to a manager. Rather, through targeted questions and comments, he helps the manager to reflect on himself and to develop his options for action independently. A coaching process usually goes through various phases:
In order for a coachee to open up to a coach, there must first be a basis of trust. In an initial conversation, the two get to know each other without obligation and find out "if the chemistry is right". The coach will not be the new best friend, but it is important that the coachee appreciates and trusts him so that he can work with him successfully. So there are no solutions yet in the first conversation, maybe not even the big concerns are discussed. Instead, it's simply about establishing common ground.
If both parties have the feeling that the joint work could be fruitful, the next step is to define the goals for the coaching. The coachee now becomes clear about where exactly the journey should go.
Discussing options for action and perspectives
Executive coaching should open up new perspectives for the coachee and expand his repertoire of actions. This is the actual core of coaching. The coach therefore questions the habits of the executive. Together, coach and coachee develop new solutions and strategies to enrich the executive's repertoire of actions.
Selection of a solution
The coachee has now developed a number of different approaches. He looks at these critically together with his coach. They evaluate the different strategies and select the best one.
Final discussion and outlook
At the end of the coaching session, coach and coachee reflect on how the coaching went and what changed as a result. They also discuss how the manager can best maintain their new behaviours and tools in the future.
Executive Coaching: Develop Coaching Skills with the Greator Business Coach
If you want to work as a leader to improve teamwork on your team, you need to have coaching skills yourself. Here you will learn what team coaching is exactly and what different methods there are for it. To take your coaching skills to the next level, we have developed the Greator Business Coach. With it you can take yourself and others to the next level professionally and achieve incredible results for better teamwork and increased performance.
We were able to win renowned experts for this training, who have based their know-how on the latest scientific knowledge and have developed a unique training from it. To achieve measurable results as a leader in teamwork, you need certain skills. In principle, it's quite simple: by combining neuroscience and economics, we have created an approach that lets you bring incredible potential to life in your team. The secret is to enable understanding on a deeper level. You will learn how to do this in the Greator Business Coach Training.
Increased performance level
The method was developed by the behavioral philosopher and neuroscientist Dr. Frederik Hümmeke. It ensures a higher performance level and visible results in teamwork. The training is condensed to the essentials, so that you get concentrated knowledge without superfluous drivel. The individual contents build logically on each other and follow a clear structure.
The best thing about Greator Business Coach: The entire training is online! You don't have to find time for any appointments, but can start the training immediately and work on it at any time. The content is available to you 24/7. This way you benefit from maximum flexibility and are absolutely free in your time management.
Executive Coaching - Conclusion
When someone holds a leadership position, this does not mean that they can do everything and know everything. Rather, with each new task, with each new team or with personal changes, new challenges arise for the manager. Overcoming these challenges requires certain competencies and personal characteristics on the part of the manager.
Since it is often difficult for a leader to find someone who sees eye-to-eye with them, executive coaching helps. A coach helps the manager with their Personality Development and supports her in expanding her repertoire of actions. This enables her to achieve predefined goals, for example to increase her own performance or improve teamwork.