Comments on: How to Get The Most Out of Your Executive Coaching Experience http://www.aspire-cs.com/how-to-get-the-most-out-of-your-executive-coaching-experience Thu, 09 Feb 2012 18:03:14 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Mary Jo Asmus http://www.aspire-cs.com/how-to-get-the-most-out-of-your-executive-coaching-experience/comment-page-1#comment-1710 Mary Jo Asmus Fri, 14 May 2010 20:14:48 +0000 http://www.aspire-cs.com/?p=1272#comment-1710 Jason, how true. I always say that whatever shows up in coaching (or non-coaching as in the case of those who are no-shows)shows up at work too. However, I fire my clients after missing two straight meetings; and then I let their sponsor(s) - usually their manager - know that they've missed and we're done. On one recent occasion, I had a client who made meetings, but was just "too busy" to engage in the work. So I asked him, "how would you like me to help you tell your manager that you are quitting the coaching engagement?". He got busy. Jason, how true. I always say that whatever shows up in coaching (or non-coaching as in the case of those who are no-shows)shows up at work too. However, I fire my clients after missing two straight meetings; and then I let their sponsor(s) – usually their manager – know that they’ve missed and we’re done. On one recent occasion, I had a client who made meetings, but was just “too busy” to engage in the work. So I asked him, “how would you like me to help you tell your manager that you are quitting the coaching engagement?”. He got busy.

]]> By: Jason Seiden http://www.aspire-cs.com/how-to-get-the-most-out-of-your-executive-coaching-experience/comment-page-1#comment-1708 Jason Seiden Fri, 14 May 2010 13:25:17 +0000 http://www.aspire-cs.com/?p=1272#comment-1708 Mary Jo—It's infinitely interesting to me that people think that if they don't say something explicitly, they're not communicating it. How many times have you had a client who was amazed that you could deduce his disinterest in the process... after he was late to 4 straight meetings? Note to coachees: the coaching process is often a microcosm of your work; the same issues you have at work will manifest in the coaching. Your coach is trained to see these issues... so you might as well engage. The only person you're hiding anything from is yourself! Mary Jo—It’s infinitely interesting to me that people think that if they don’t say something explicitly, they’re not communicating it. How many times have you had a client who was amazed that you could deduce his disinterest in the process… after he was late to 4 straight meetings?

Note to coachees: the coaching process is often a microcosm of your work; the same issues you have at work will manifest in the coaching. Your coach is trained to see these issues… so you might as well engage. The only person you’re hiding anything from is yourself!

]]> By: Mary Jo Asmus http://www.aspire-cs.com/how-to-get-the-most-out-of-your-executive-coaching-experience/comment-page-1#comment-1705 Mary Jo Asmus Thu, 13 May 2010 16:15:52 +0000 http://www.aspire-cs.com/?p=1272#comment-1705 Welcome, Caroline. I would agree with your comments at the time of contracting with a coach. However, I would like to add a bit about starting coaching without clear goals, which I feel is okay. Many of my clients come to me without clear goals; in fact, two within the last week. I think its okay to contract with them under such circumstances because I can help them to get clear. They may know that they want to become a better leader, but don't know where to start. That's the vague part. So we go ahead and contract and use a 360 and perhaps MBTI or DiSC or other assessments to help them get clear and create a SMART action plan that is loaded with clarity. Thanks for your comments! Welcome, Caroline. I would agree with your comments at the time of contracting with a coach. However, I would like to add a bit about starting coaching without clear goals, which I feel is okay.

Many of my clients come to me without clear goals; in fact, two within the last week. I think its okay to contract with them under such circumstances because I can help them to get clear.

They may know that they want to become a better leader, but don’t know where to start. That’s the vague part. So we go ahead and contract and use a 360 and perhaps MBTI or DiSC or other assessments to help them get clear and create a SMART action plan that is loaded with clarity.

Thanks for your comments!

]]> By: Caroline Smith http://www.aspire-cs.com/how-to-get-the-most-out-of-your-executive-coaching-experience/comment-page-1#comment-1704 Caroline Smith Thu, 13 May 2010 14:07:07 +0000 http://www.aspire-cs.com/?p=1272#comment-1704 Great post! I'd like to add that it is also important when you are hiring an executive coach to make sure it is clear in your coaching agreement (a) the roles of the client, coach, and sponsor (who is paying for the coaching); (b) how you will communicate status of the coaching to the sponsor; and (c) clear overall goals of the coaching program. If you start coaching without any clear goals of what you want to get out of the coaching and if everyone isn't on board and kept up to date of the progress towards those goals, then you won't know if the coaching has been successful. Great post! I’d like to add that it is also important when you are hiring an executive coach to make sure it is clear in your coaching agreement (a) the roles of the client, coach, and sponsor (who is paying for the coaching); (b) how you will communicate status of the coaching to the sponsor; and (c) clear overall goals of the coaching program.

If you start coaching without any clear goals of what you want to get out of the coaching and if everyone isn’t on board and kept up to date of the progress towards those goals, then you won’t know if the coaching has been successful.

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