As a coach and facilitator who was working with some of the main European business schools at the beginning of this millennium, I was always pleasantly surprised to see other coaches pioneering their “value-added” services in executive education. At the time, business schools were primarily the domain of professors and researchers. As coaches, we were hired by enlightened clients or leadership teachers with a vision of the future. Our primary role was to help executives interpret their 360-degree comments, facilitate the participation of small groups in simulations or other learning experiences as part of a leadership program, and then help these people understand their learning.
The executive coach plays the role of an agent of change in an organization by participating in a highly personalized form of leadership development. The organization hires the executive coach as a guide and companion on the client's path to the top of the industry, often as a position in top management (CEO, CFO, etc.). While this level of continuous and committed training has been a basic expectation of sports coaches for years, it is a relatively new change for many organizations and one that begins with a fundamental reinvention of performance management strategies and philosophy. The capacity and training of a coach are as important as the development of the person receiving the training. Some online executive coaching courses may include continuing education credits, which are useful for coaches who are licensed as psychologists or in other areas of professional practice.
The Co-Active Training Institute is one of the oldest coach training programs and has trained thousands of trainers. Establishing trust is fundamental to any coaching relationship; when employees receive ongoing support from someone they trust to back them up, they develop the psychological security needed to honestly reflect on what drives and inhibits their performance. The data collected at the IMD business school clearly shows the positive impact of coaches and training on participants every time they are used in a program. Then, the coach and client, or “coachee,” begin the training process, in which the coach provides feedback and insights as they work together to achieve his goals by identifying blind spots (or behavioral deficits) and implementing new, more effective behaviors. This increase in training in executive training programs is due to the growing acceptance of coaches who work closely and successfully with executives in many sectors, where older people will be heard proudly referring to “my coach”.
The Institute for Professional Excellence in Coaching is an organization that provides resources for coaches, including online training and information for starting an internship. For example, The Gay Coaches Alliance has an excellent reputation for being an open and tolerant community for gay people seeking guidance on their training. When business and coaching objectives are aligned, such as creating agility or building an inclusive organization, coaching has a significant impact. To reinforce the development of training capacity and clarify the expectations of coaches, talent leaders must consider how to create responsibility in training. Business coaching helps organizations drive change on a large scale if it is related to business objectives. Are there any organizations or associations that provide ratings or reviews for different types of organizational coaching services and their impact on individuals? Yes! There are several organizations that provide ratings or reviews for different types of organizational coaching services and their impact on individuals.
These organizations include The Co-Active Training Institute, The Institute for Professional Excellence in Coaching, The Gay Coaches Alliance, IMD Business School, and many others. These organizations provide ratings based on criteria such as quality of service provided by coaches, effectiveness of coaching techniques used by coaches, success rate achieved by clients after receiving coaching services from these organizations. Organizational coaching services can have a tremendous effect on individuals. It can help them develop better communication skills, increase self-confidence levels, improve problem-solving abilities, enhance decision-making skills, increase motivation levels, develop better relationships with colleagues and superiors at work, increase productivity levels at work, improve job satisfaction levels among employees. Organizational coaching services can also have a positive impact on organizations.
It can help them develop better strategies for achieving their goals, increase employee engagement levels within an organization, improve team collaboration within an organization, reduce employee turnover rates within an organization, increase employee productivity levels within an organization. In conclusion, executive coaching can be incredibly beneficial for both individuals and organizations alike. It can help individuals develop better communication skills, increase self-confidence levels, improve problem-solving abilities, enhance decision-making skills, increase motivation levels; while helping organizations develop better strategies for achieving their goals, increase employee engagement levels within an organization, improve team collaboration within an organization, reduce employee turnover rates within an organization and increase employee productivity levels within an organization.