Working in a business environment shaped by forces such as competitive pressures, new technologies, evolving regulations, emerging markets and other challenges necessitates continuous self-learning, personal growth and change. Executive coaching helps individuals and teams strengthen their leadership and relationship skills in the ever-evolving world around them.
What is executive coaching?
Seeing ourselves as others see us and responding constructively to what happens around us are essential traits for today’s leaders to be successful in a changing climate. Executive coaching helps us become more self-aware and provides a fresh perspective that enlightens and educates us. This perspective is then combined with opportunities for stretching ourselves and venturing “out of our comfort zone,” often one of our biggest challenges as humans. Dan Haile motivates leaders and executives to make this transformational leap.
Officially defined, “Executive coaching is an experiential and individualized leader development process that builds a leader’s capability to achieve short- and long-term organizational goals. It is conducted through one-on-one interactions, driven by data from multiple perspectives and based on mutual trust and respect. The organization, an executive, and the executive coach work in partnership to achieve maximum impact.” (From The Executive Coaching Handbook by the Executive Coaching Forum, Copyright 2004.)
Who is a good candidate?
- Anyone can benefit from coaching – if you have a willingness to engage in self-observation and a sincere desire for personal growth and change. Dan Haile works with two primary types of executives and professionals:Executives and professionals who are in leadership roles and want to strengthen their leadership and relational skills to help improve their organizational and personal results as well as their career progression. Executives may simply want to stay at the top of their game, or they may feel a desire for coaching relevant to particular changes in the business environment or organizational demands with which they must excel from day to day. Dan helps senior-level professionals embrace change, improve their leadership skills and steer themselves, their teams and their organizations toward greater levels of success.
- Managers who want to become the kinds of leaders needed today. Managerial success that is rewarded by promotion to a “leadership” role often results in disappointment and dissatisfaction for the individual who is promoted and for the person who awarded the promotion. Success at one level often assumes success at the next, yet the two skill sets can be dramatically different. Making the assumption that a solid manager will be a strong leader frequently leads to a promotion misfire, costing the organization dearly. Very few intuitively “know” how to lead in the 21st century without being trained to lead. Dan teaches managers how to lead.
What’s the process?
Dan’s executive coaching process is comprised of six distinct steps:
- Pre-Coaching Activities – Do you have a team member who is a viable coaching candidate? Could coaching help you as well? And, importantly, is Dan the right fit for you and your business?
- Client Assessment/Data Gathering – Accomplished via interview(s), a formal or informal 360° evaluation process and/or personality assessment.
- Goal-setting – Pre-agreement among Dan, the client and sponsoring organization on desired coaching outcomes.
- Coaching – The actual one-on-one interactivity between Dan and the client.
- Accountability/Reporting – Feedback that occurs among Dan, the client and the sponsoring organization as well as follow-up with original interviewees to measure progress on coaching outcomes.
- Transition to Long-term Development Plan – Cementing the learning via long-term practices.
To receive Dan’s white paper and learn more on how the executive coaching process works, click here.
How does it differ from consulting?
People sometimes ask how coaching, consulting and counseling differ. Coaching and consulting often blend together in executive coaching to provide a clear, collaborative path of action for the client. The International Coach Federation defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”
In a strict coaching model, the coach functions as a facilitator, helping the client identify and manifest solutions. In consulting, the coach/consultant functions as “the expert,” often providing the client with “answers” — ideas and suggestions for a new course of action. As an executive coach, Dan frequently functions as a coach and consultant, ultimately seeking to collaborate with the client to facilitate new perspectives and new actions.
Counseling is typically best indicated for clients when certain factors are present, such as addiction, abuse or other active pathological behaviors that preclude the ability to effect changes in their lives. In these situations, Dan will refer clients to an experienced, qualified therapist to seek the help they need to heal.