This presentation provides guidelines for getting the most value from executive coaching. I recently gave this presentation at the Society for Information Management\'s leadership development forum at Babson College. Let me know if it is helpful.
1. Dave Zacchei, Insights for Action LLC www.insights4action.com [email_address] 860-436-3350 (w) 860-212-5196 (c)
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Notes de l'éditeur
Best Practices in Using Executive Coaches: Newly promoted leaders or those transitioning to a new role have rapidly progressed working with an executive coach. High potential leaders/succession candidates, demonstrating significant leadership effectiveness, have shortened their preparation time for a role with increased responsibility by working with an executive coach. Leaders with solid performance, considered to be a valued asset, have enhanced their leadership competencies partnering with an executive coach. Worst Practices in Using Executive Coaches: The leader’s manager out sources coaching responsibilities for managing performance, delivering difficult messages, coaching someone on the team just doesn’t “get it” or to resolve conflict on the leadership team. The leader says, “I should have an executive coach because other leaders in the organization have an executive coach aka entitlement.” Executive coach is engaged for a leader with a history of performance ‘below expectations’ or one who has not demonstrated adequate leader behaviors.