Dr. Earl R. Smith II

Dr. Earl R. Smith II
Managing Partner, The Federal Circle
DrSmith@Dr-Smith.com
Dr-Smith.com

People at networking meetings ask me ‘what is it like to work with an executive coach?’ It has happened so often that I almost have it down to a regular patter. I try to help them understand the nature and purpose of a coaching engagement and work through some of the common misunderstandings that people have. Most of them have a general ides of what coaching means – mostly using sports metaphors – and what it entails. However, they do not have a clear idea of how an engagement works and what is involved. They do have a sense that executive coaching has made real-world differences in the lives, careers and fortunes of people and businesses that they know. However, the ‘how’ eludes them.

Truth be known, I like to talk about coaching – leadership, executive, organizational or board. Over the years, I many good coaches have helped me and have been able to make substantial contributions to the lives and fortunes of many others. If you were considering hiring an executive coach, here are a few things that you might want to keep in mind.

1. Coaching will only work when you are willing to allow it to work. While you may intellectually realize the benefits of coaching, you may not be interested or willing to admit you need help. As a coach, I cannot help someone to change who is not interested in or willing to change. Coaching is all about change.

2. A good coaching relationship is long-term. When you click with a coach, a completely new world opens up. Much like a trusted family doctor or mentor, you want to continue the relationship as long as it is delivering significant value.

3. Always remember that coaches work for their client and you need to understand who that client really is. Under my definition, the client is the individual or organization that is footing the bill. Many coaches will tell you that they do not take this approach. However, you should consider the implications of this position. The alternative view, that the client is the individual being coached independent of the source of funding for the engagement, founders when you ask ‘who has the power to cut of the payments?’

If you want to work with a coach on issues that you consider so private that you do not want them shared with the company you work for, then you need to hire a coach directly. If you are participating in a company sponsored coaching program, remember that management may have input on the structure and duration of the engagement – as well as on how and where coaching is delivered – and on the definition of coaching success. Many times, there are no conflicts of interest. However, if your company is going to pay for the engagement, remember that they will have some say in how the process goes.

4. Coaching can focus on client-centered issues – such are habits, communication patterns, self-discipline or concepts of leadership – or on external challenges like organization, goals, strategy, and execution of processes. The true definition of coaching success lies in progress with both. That includes the management of the smaller things, assigning the correct roles to people, commitment to a development of strategies, communication, management and the proper use of delegation. The ability to improve the smaller things will roll into the development of the larger one automatically, so remember to allow the coach room to work on both.

5. Coaches must deliver. An coach should be a ‘performance coach’. It is imperative that coaching goals contain the ‘what’ (for example, project success) as well as the ‘how’ of qualitative behavior modification (such as improved communication skills). Coaching is grounded in the work that is on the client’s desk and guided by business needs.

6. Coaches should not be ‘nice’ and the coaching experience should, at times, be uncomfortable. The best coaches practice tough love, the reality is that a client does not like to change and needs a strong influence to make it happen. Any of my clients will tell you how difficult and how beneficial coaching has been for them. A good coaching session will be stimulating and exhausting. Most of my clients look forward to the beginning and end of each session but not so much the items needing to be changed or the work that needs to be done.

As with any line of work, there is a wide range of coaches. When you decide to find a coach, do your homework. It is critical that you feel comfortable in the relationship. If you have done your research properly, you have an excellent chance at embarking on a business-building relationship.

© Dr. Earl R. Smith II

Related Articles:

• Five Reasons Why Every Entrepreneur Needs A Business Coach

• Leadership Development Coaching

• Retaining High-Value Employees with Executive Coaching

• Coaching and Self-Knowledge

• Executive Coaches as Advisers

• Coaching Through Tough Times

~~~~~~~~~~

Dr. Smith is Managing Partner of The Federal Circle. The Federal Circle partners with teams and existing companies. We help them up their game and win big in the Federal space. We also arrange funding for acquisitions and expansion by acquisition. Our model is based on the belief that, if you select the very best and work with them in a highly professional and focused manner, the results will be truly amazing. He is the author of Amazing Pace: Turbo-charged Business Development – a book that shows how Advisory Boards can dramatically increase revenue. Dr. Smith is also the author of Dream Walk: Parables for the Living – a book of Raven Tales and exploration.

Share and Enjoy:
• 
• 
• 
• 
• 
• 
• 
• 
• 
• 
• 
• 

This entry was posted on Monday, October 13th, 2008 at 2:23 PM and is filed under Executive Coaching. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.