It seems that in the coming year, many companies' employees will either work entirely remotely or work in a hybrid work model. Managing remote workers requires additional skills to those required to lead in the office, so there is a growing demand for executive coaching from companies that want to thrive in the 'Remote Work' era.
To expand on this a bit more; the meaning of performance coaching is to use powerful behavioral assessments to help the manager translate the results of these assessments into action. The most commonly used assessments in coaching are motivational analyses to help the coachee recognize their inner needs and values, and 360-degree feedback surveysto assess how their behavior is perceived by others in the organization .
Based on these assessments,Executive Coaching aims to uncover the hidden (or known) truths about a leader's behavior and create change supported by realistic data. This complex process requires the coach to be competent in
1. In-depth knowledge on how to use the assessments in coaching.
When many managers receive the 360-degree feedback report, they experience what we call SARA. SARA stands for Shock, Anger, Resistance and Acceptance. The faster a person gets to the acceptance stage, the faster and stronger his/her leadership development will be. An effective coach can supporta person to interpret and make sense of360 and similar assessments with his/her in-depth knowledge of them . In the same way, he or she can help the person to recognize and embrace some of the needs revealed by the motivation analysis that they may have never realized. In this way, the coachee can make a solid and useful action plan based on the information gained.
2. A Basic Understanding of the Drivers of Change.
Creating behavioral change is possible through actions in many areas. In other words, a person's behavior may not only be an individual choice. An effective coach has a comprehensive understanding of all the factors that influence behavior. In interviews, an effective coach works on the behaviors that affect a manager's performanceand the 6 sources that influence these behaviors .
3.A Model and Approach that Produces Measurable Results.
Measuring the coachee's progress, changes in behavior and performance at the end of the coaching process helps to understand whether the coaching process is effective or not. It is important that the coach adopts a model and approach that produces measurable results.
Please share with us the effective and ineffective coaching initiatives you have experienced in your organization. What factors contributed to this success or failure?
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