Do you need a coach?

Do you, like many people, consider the engagement of a coach to be a luxury reserved for senior executives of multi-national organizations?

If so, you could be missing out on important benefits for yourself, or others within your organization.

Benefits of coaching

People employed at different levels in a variety of types of organizations can benefit from using a coach. Here are some of the benefits of coaching:

• Obtain objective feedback about your style, performance or decisions
• Make more confident decisions
• Exceed leadership expectations
• Polish presentation / communication skills
• Achieve outstanding performance
• Enhance relationships
• Move beyond a professional plateau
• Develop personal / professional goals
• Clarify values
  

More and more organizations are using coaches for mid management and supervisory level positions as they realize that the benefits appear on the bottom line.

Who Can Benefit From Using A Coach?

• Senior executives that require a sounding board.
• Individuals being groomed for a higher position.
• Recently promoted managers that are growing into their role.
• People who are uncertain about their career direction.
• Good performers who have specific roadblocks.
• Women who want to break through the "glass ceiling."
• Managers who are experiencing a recent performance crisis.
• People for whom sensitive development needs exist.
• Individuals whose personal or leadership style needs improvement.
• Top employees with a work habit that needs changing for greater effectiveness.
• Business owners / executives needing unfiltered feedback.

Ultimately, the individual, their colleagues and the organization benefit from the successful engagement of a coach.

What is Coaching?

Coaching is not therapy and it is not a social exchange. Coaches can be mentors, facilitators, motivators, change agents, consultants and/or sounding boards. Coaches work with their client on a confidential one-to-one basis to meet specific goals that are developed at the outset.

In many cases, coaches will gather objective information that will enable them to make recommendations about a course of action for the coaching process. For example, they may review the client's role description, organization chart, company values, etc. They may also, depending upon the goals and with the client's permission, shadow the client in their daily activities, interview colleagues and/or employ the use of assessment tools.

The coaching meetings may take the form of discussions, brainstorming, completion of questionnaires, preparing action plans, supporting specific behaviour change, and observation.

Coaching Investment

It is a misconception that coaching is necessarily high in cost. A surprising amount of perspective and change can be realized from a few short meetings; coaching need not always be a lengthy or costly proposition. When you consider the value of the potential benefits, coaching is an investment that can offer a high return.

Choosing a Coach

There are many people who call themselves "coaches" in North America. In order to ensure that you get the most from yours, here are some factors to consider when choosing someone:

• Depth of experience as a coach / consultant / executive
• Relevance of professional / educational background to your needs
• Past clients - individuals or corporations
• Professional affiliations
• "Fit" with your personality and needs
• Cost - how do they charge, what is the rate?

Finally, while coaching is designed to help you achieve unparalleled success, you might also consider the words of a noted comedian:

"I couldn't wait for success, so I went ahead without it."
– Jonathan Winters