my clients and how and why they come into coaching

self-initiated route

CEOs and those near the top of their organizations, who may have few peers in whom to confide, may be seeking an external, confidential ‘thought partner’. Other senior leaders can be facing a particularly challenging period or strategic organizational task and feel that coaching will help them perform at their best. Some struggle with anxiety, overload and stress of various kinds at work and look to coaching to help them learn to cope more effectively. Yet others understand their need to become more self-aware or are keen to use coaching to clarify professional goals and accelerate their progress within their organization.

offered or proposed route

Many leaders and high performers, however, do not initiate coaching. Instead, it’s offered or proposed to them by their boss or the HR professionals within their organization. This happens for different reasons. Often the individual is being prepared for a more senior role. They may be in line for succession to a key post or about to take charge of a particularly critical area or project. Coaching is designed to help them navigate these transitions as rapidly and effectively as possible and to accelerate their performance in the new context. Others enter coaching to improve their skills and effectiveness in areas such as people management, influencing, communication, handling conflict, delegation and work/life balance or to develop their self-awareness. And sometimes coaching is simply a vote of confidence, showing that the organization sees them as high-potential and is keen to invest in their development.

sent for route

Some leaders are sent for coaching by their organization in order to address one or more particular issues, for example, to help leaders manage their moods and behaviours and improve their management style. Executive coaching may then be a fruitful way to seek to enable change and development in a leader’s performance. In turn, this may provide significant cost savings compared to expensive termination contracts and costly search processes for finding and hiring a new leader.