Over the last two decades, leadership coaching has shifted from a “fix it” solution to a valued enhancement for talent. Not only are organizations connecting leaders with coaches to enhance future development, but high-potential talent today wants a coach to help them maximize their potential.
In a recent Forbes article I wrote, I outline four key elements you should have in place to maximize coaching success for your direct reports. Below is a short overview of each.
1. Chemistry Between Coach And Coachee
The coachee should have a say in selecting their executive coach. Ideally, organizations should provide multiple coaches for the coachee to interview.
2. Coachee’s Desire To Grow In Self-Awareness
A key indicator for coaches is a new client’s willingness to participate in assessments and feedback. A reluctance to engage may signal a fixed mindset and a lack of desire for growth.
3. Learning Lab Opportunity
An ideal coaching engagement should include a “learning lab” for the coachee to showcase their growth.
4. Appropriate Sponsorship
The role of the sponsor is another crucial factor in determining the effectiveness of a coaching engagement. A good sponsor recognizes their employee’s potential and understands that they (the sponsor) cannot accelerate it alone. Establishing a trusting relationship with the executive coach is essential for a sponsor.
