Guest Post No.2 on Executive Coaching

 

I am writing a series on executive coaching for HRMtoday. Part two, Who Should Work With an Executive Coach? needs your comments! Stop over and start (or join in) the conversation!

I am a former executive in a Fortune 100 company. I have owned and operated an executive coaching firm since 2003 called Aspire Collaborative Services LLC. We partner with great leaders to help them become even greater at developing, improving, and sustaining relationships with the people who are essential to their success. This blog is for leaders and those who help them to be more intentional about relationships at work. My top personal values include respect for others, kindness, compassion, collaboration and gratitude. I work very hard at practicing my values daily and when I don’t succeed, I practice some more. I am married with two wonderful daughters and two spoiled pugs.

2 comments on “Guest Post No.2 on Executive Coaching

  1. When I ran Hewitt Associates, we regularly used Executive Coaches. At least 80 of our managers spent 6 hours(in three 2hour sessions) personally with a coach where we had identified an area for improvement, discussed it with the executive (probably in a previous discussion on performance) and gotten their agreement that the specific area needed improving. We were good at identifying what a manager or leader needed to work on, but not effective at helping that manager make the changes needed to improve. I would answer the title question that any manager, at any level, could benefit from a good executive coach when they had identified an area that needed improving.

  2. Hi Pete, I don’t disagree, but am also a pramatist. Executive coaching is expensive, and priorities often need to be set in terms of who will receive coaching. Thank you for pointing out one of the reasons that hiring an external executive coach may make sense.

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