The coach aims to create an environment of trust and partnership where executives can express themselves freely and in complete confidentiality. Coaches may work with managers when:
- Institutional imperatives affect expectations related to performance.
- There are key success factors that a company deems essential to the organization.
- Personal attributes and activities can help demonstrate success factors.
Managers engaged in an executive coaching program are asked to develop a leadership style and strategy geared towards a different thought process and modes of action. They must also productively balance knowledge, skills and social interaction.
Executive coaching emphasizes work performance. It builds on a manager’s existing strengths and encourages new avenues of development.
Coaching is neither a training regimen nor an abstract conceptual exploration. In fact, since leaders are pragmatic by definition, coaching mainly addresses the daily realities of the manager or professional. It adds coping mechanisms for challenges characterized by:
- Complex layers of sub-issues
- Organizational paradoxes
- Organizational paradox
- Pressures to deliver at any cost
- Strategic thinking
- Priority and time management
- Transitioning to a new position
- Team management
- Interpersonal relationships
- Communications and presentation skills
In short, coaching applies self-discovery to everyday life.