I recently reviewed a book by Brian Underhill, Executive Coaching for Results: The Definitive Guide to Developing Organizational Leaders.
Brian focused on becoming a better leader through executive coaching.
Much of what he discussed centered around a major study he conducted on the use of coaching in organizations, the expectations, and return on investment.
I thought the highlights to Brian's book would be of interest to you.
1.
How great companies use coaching to develop and accelerate leadership - Executive coaching is now a $1-2 Billion industry, and there are 40,000 coaches around the world.
2.
How can an organization choose coaches that are right for them? -Even in slow economies, leadership needs continue.
Choose coaches that match the needs of the organization.
Look at their business experience, coaching credentials, and how they fit into the specific area that needs coaching.
3.
What is the best use of coaching? -One of the best practices is investing in high potential/high performing leaders who must advance to the next level.
Don't use coaching primarily to "fix" problem performers.
4.
What should organizations expect from a great coaching engagement? -The most common length of executive coaching engagement is 6-12 months.
This dovetails into the length of time needed to create change that is sustainable.
-Give leaders a choice of coaches; the match between coach and leader is the key to success.
-Great coaching begins with robust data gathering: use 360 assessments (online or interview-based), and leadership style assessments.
-Involve the leader's manager and HR/OD professional in the planning process.
-Create a transparent process...
who will see the results? What does confidentiality cover? -Target specific observable behaviors to change, so that results are measurable.
-Internal coaches are great resources to work with leaders below the executive level.
-One good practice: hire an external coach to work internally.
-Another practice: hire an external coach to "coach your coaches.
" -The major obstacle for internal coaches is lack of time to devote to coaching.
5.
Measuring coaching results: Best practices -Begin every session with a plan to measure results.
-33 percent of coaching engagements conducts no measurement.
-Conduct surveys which measure how satisfied the leader is with her/his coach.
-Measure the coach/leader early.
-Survey the manager and internal HR/OD professional.
-Conduct a customized mini-360 degree assessment.
-ROI of coaching has repeatedly been estimated at 600 percent.
-ROI measures may include retention/ engagement factors and specific business targets/goals.
So, how can you use these "crib notes" to this discussion? Design your coaching process around these guidelines.
Beef up your profile, credibility to the corporate market, ensure you know how to coach high potentials/high performers, and most importantly, how to define the organization's ROI on your coaching.
Why is this important? One, so you will know how effective your coaching is.
Two, so the organization knows the value you have transferred through the coaching engagement.
This is what you can use to further market the value of your coaching.