A633.8.3.RB_MaceRoyce
Based on the the readings reflect upon the statement below:
To be an executive coach, it is necessary to know that clients are the first and best expert capable of solving their own problems and achieving their own ambitions, that is precisely the main reason why clients are motivated to call on a coach. When clients bring important issues to a coach, they already made a complete inventory of their personal or professional issues and of all possible options. Clients have already tried working out their issues alone, and have not succeeded.
- Given the statement above what is it that coaches do to provide value to their clients?
It is the coach's job to provide the specific missing element that may be missing in the clients's quest to accomplish their goal. Clients look to their coach for something that they are lacking which is many times the reason they call on a coach in the first place. Many times, the client originally thought they could do it alone and had everything figured out, but eventually realize that they need something else.
For example, a client may have the knowledge required to accomplish a task, but runs into an unexpected roadblock and has no one to that they can turn to for help. They may need a coach. This coach could be there to help them with a specific issue at hand or they may be able to help with more problems than just one. When it comes to coaches, we must remember that there are coaches that specialize and coaches that are diverse and can provide coaching in more areas than one. Your needs will dictate what type of coach is needed.
- Why is coaching a vital aspect of both leadership and strategy?
Coaching is vital to leadership and strategy as it gives is an alternative way of supporting the followers in the organization. Coaching helps is to empower our followers and make them feel more involved and proud of themselves because they were able to do much of the wok themselves with little assistance. A great coach makes a coachee feel as if they were able to accomplish great feats on their own.
- How can it make a difference in an organization?
Coaching can help an organization by giving great confidence to leaders and followers at all tiers and all levels by allowing them to work through problems on their own. With a knowledge base and some basic coaching such as the GROW model (Obolensky, 2014), leaders can simplify the decision making process of their followers and provide a path of confidence and empowerment. Leaders provide direction at first, but followers are able to figure things out quickly and ultimately rely less and less on their coaches/leaders.
- What does this mean to you and your organization?
Coaching has already begun to take place since I arrived in my organization two years ago. Before and shortly after my arrival, the full-time staff would do EVERYTHING for the Drill Status Guardsmen (DSGs) who only come to drill once a month. This enabled them in a negative way to expect everything to be done for them when they got there. Coming from a professional background where this was not allowed, I started to coach my personnel on what steps they could utilize in order to work through the tasks that were originally accomplished for them.
Others in the organization have taken notice to my coaching style and the small effort it takes to get coachees to listen and take ownership and/or responsibility. There has been a fundamental change in the level of leadership and strategy within the organization due to the big change in coaching technique being utilized. Moving forward, we must continue this coaching culture which will inevitably lead to more leadership, followership, and strategy occurring throughout the organization now and into the future.
References
Obolensky, N. (2014). Complex Adaptive Leadership: Embracing paradox and uncertainty (2nd ed.).
Burlington, VT: Gower Publishing Company.
To be an executive coach, it is necessary to know that clients are the first and best expert capable of solving their own problems and achieving their own ambitions, that is precisely the main reason why clients are motivated to call on a coach. When clients bring important issues to a coach, they already made a complete inventory of their personal or professional issues and of all possible options. Clients have already tried working out their issues alone, and have not succeeded.
- Given the statement above what is it that coaches do to provide value to their clients?
It is the coach's job to provide the specific missing element that may be missing in the clients's quest to accomplish their goal. Clients look to their coach for something that they are lacking which is many times the reason they call on a coach in the first place. Many times, the client originally thought they could do it alone and had everything figured out, but eventually realize that they need something else.
For example, a client may have the knowledge required to accomplish a task, but runs into an unexpected roadblock and has no one to that they can turn to for help. They may need a coach. This coach could be there to help them with a specific issue at hand or they may be able to help with more problems than just one. When it comes to coaches, we must remember that there are coaches that specialize and coaches that are diverse and can provide coaching in more areas than one. Your needs will dictate what type of coach is needed.
- Why is coaching a vital aspect of both leadership and strategy?
Coaching is vital to leadership and strategy as it gives is an alternative way of supporting the followers in the organization. Coaching helps is to empower our followers and make them feel more involved and proud of themselves because they were able to do much of the wok themselves with little assistance. A great coach makes a coachee feel as if they were able to accomplish great feats on their own.
- How can it make a difference in an organization?
Coaching can help an organization by giving great confidence to leaders and followers at all tiers and all levels by allowing them to work through problems on their own. With a knowledge base and some basic coaching such as the GROW model (Obolensky, 2014), leaders can simplify the decision making process of their followers and provide a path of confidence and empowerment. Leaders provide direction at first, but followers are able to figure things out quickly and ultimately rely less and less on their coaches/leaders.
- What does this mean to you and your organization?
Coaching has already begun to take place since I arrived in my organization two years ago. Before and shortly after my arrival, the full-time staff would do EVERYTHING for the Drill Status Guardsmen (DSGs) who only come to drill once a month. This enabled them in a negative way to expect everything to be done for them when they got there. Coming from a professional background where this was not allowed, I started to coach my personnel on what steps they could utilize in order to work through the tasks that were originally accomplished for them.
Others in the organization have taken notice to my coaching style and the small effort it takes to get coachees to listen and take ownership and/or responsibility. There has been a fundamental change in the level of leadership and strategy within the organization due to the big change in coaching technique being utilized. Moving forward, we must continue this coaching culture which will inevitably lead to more leadership, followership, and strategy occurring throughout the organization now and into the future.
References
Obolensky, N. (2014). Complex Adaptive Leadership: Embracing paradox and uncertainty (2nd ed.).
Burlington, VT: Gower Publishing Company.
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