6 Reasons to Work with an Executive Coach

In its April 2006 issue,Fast Company magazine published the results of a survey showing that 71% of senior executives have worked with an executive coach and 91% of those who have worked with an executive coach plan to receive coaching again. The magazine also announced that 63% of organizations plan to make more use of executive coaching in the next five years.

So is there really a demand for this coaching prophecy, especially in Turkey? The answer is clearly "yes." Even in a challenging economy, there is demand for effective executive coaches. A significant part of this demand is based on the need to enable executives to perform at their best. Many of our clients are executives who need to do more and more with fewer and fewer resources and always be in shape. This is where executive coaching comes in, but of course, executive coaching is not a panacea for all their problems. As with any process or intervention, coaching has a certain place in corporate and individual performance.

Especially in Turkey, companies or executives who are thinking of getting coaching focus on which coach they will work with before determining exactly why they need it and what they will achieve with coaching. However, before evaluating whether a coach is the right person for you or your organization, determine why you need coaching and when it is right for you.

To make it easier for you to determine this, I've put together a simple list of situations where you are most likely to see a meaningful return from executive coaching:

1. During periods of promotion. Take a manager taking on additional responsibilities or a new manager. Executive coaching provides the insight needed to transition into this new role, so this is a good time to get coaching. At times like these, when it is vital to move as quickly as possible, executive coaching can provide a jump start. Companies often put the most senior person in charge, not the most talented. This causes problems in the new role. Insight into oneself is vital for team performance and cohesion with the new team. If the star sales representative of the company who has sold very well for years comes to the head of the sales team as a manager and does not have the leadership skills and motivation required for that role, he/she should immediately start coaching.
2. During periods of organizational transition. The company may have just been acquired or taken a new, strategic path. Or the company may have been sold to foreign capital, but the founder and executives may need to stay on as part of the deal. These are critical transition periods. At these times, coaching provides the strategic clarity and motivation that individuals and organizations need to stay on track.
3. To address specific performance issues. Executive coaching should not be used as a form of correction or punishment, but it can help an individual to identify and focus on specific areas for improvement within the organization. Likewise, performance issues related to personal concerns (stress management, interpersonal relationships, self-esteem, lack of focus, etc.) can often be addressed through effective coaching. Assessments such as 360-degree feedback are particularly useful in identifying behaviors and specialized skills to focus on.
4. Developing specific competencies. Where an individual lacks certain competencies, coaching can focus on developing these skills. For example, a coach might give feedback to an individual who has difficulty with public speaking and help them set goals for improvement.
5. Career planning. Individuals often have the skills needed for their current role, but there may be areas that need extra attention to move up the corporate ladder. Executive coaching can help build this awareness, better preparing the individual for the future.
6. During periods of low engagement at work: Executives are human beings and they are motivated. Like every human being, there may be periodic times when they cannot find meaning in their work. During these periods, they cannot fully put their hands, heart, mind and soul into the work. As a result, their commitment to work and the company may decrease. During these periods, the coach clarifies the manager's values, what motivates them in life and their goals, analyzes how much of these are met in their job and current role, and determines action plans according to the picture.

Executive coaching, a powerful tool for developing organizations and individuals, is not a panacea. However, when used correctly, it has the power to transform both individuals and organizations by addressing many issues that affect business performance.