How does Leadership Coaching work?
I often get asked by HR Learning & Development or Talent Development Program Managers, and leaders themselves about what really happens during Leadership Coaching engagements. In this edition of Career Agility Newsletter, I will share my own experiences and insights on how I do it and how it has benefited many others. I hope that through this, more organizations and leaders themselves will be in a better position to decide and plan when running their leadership coaching programs.
What is Leadership Coaching?
First, let me share how the International Coaching Federation (ICF), the world’s leading organization for professional coaching, defines coaching.
Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. This partnership is designed to foster self-discovery, evoke awareness, and help clients find their own solutions.
A simple way to put it is that coaching is a partnership where the coachee or the client is not given the fish, but taught how to fish. It is an empowering process where the client, being fully capable and resourceful, is guided by an unbiased thinking partner so that they see what they may not be seeing, reframe their perspective and mindset, and create their own solutions custom-fit to their situation, who they are and what they value. Thus, it’s not a cut-and-paste or cookie-cutter method that assumes that what worked for one (even the Coach themselves) would work for all.
Now what is leadership coaching?
It’s pretty much the same thing, just focused on leaders. This means that topics may revolve around leadership goals, challenges and leadership styles. Coaches like me and my team are usually engaged to coach leaders and executives during times of change or challenges, as part of their Succession Planning Program, Emerging Leaders program for new leaders, etc.
What happens during a Leadership Coaching Engagement?
Goal Alignment and Baselining
When I am engaged as a Leadership or Executive Coach, we start by identifying what the program goals are. These goals may be defined by the leaders (coachees/clients) themselves, and in company-sponsored engagements, the management (stakeholders) may have input on what they expect from it.
We usually align these goals with their Individual Development Plan (IDP), or use assessment results from existing employee sensing surveys. Depending on the need, I also use assessment tools like the DISC Behavioral Assessment, 360 Degree Feedback, or other customized assessments designed for their specific needs.
Coaching Sessions
Coaching sessions happen on a regular basis within the agreed period. Some clients prefer to meet fortnightly and others monthly. It depends on the goals and overall program design. The coachees/clients themselves identify the goal for each session, clearly defining what they want to take away. These session goals may be mini-goals that support their overall program goal, or sometimes they bring up topics that they feel they need to explore and process further (ex. a difficult conversation they recently had, the overwhelm they’re feeling, etc).
Are the conversations purely work related? The short answer is no. We go wherever our conversation takes us. As I always say, our lives are not compartmentalized. Sometimes, a difficult day at work might have been caused by struggles in family relationships, and one’s leadership style could be a reflection of the role they play in the household and the expectations others have of them.
Coaching Progress Checkpoints
To ensure that we are on track with the overall coaching program objectives, coaching progress checkpoints are conducted regularly.
I use different methods to track progress of my coachees/clients. This can be through check-ins during our coaching sessions, a shared log for their learning and insights, and checkpoint meetings with them and/or their manager (stakeholder/sponsor). These meetings may happen midway through the engagement and at the end, or more frequently for programs with longer duration.
Closing the Engagement
At the end of the coaching engagement, we close through a culminating session individually, with the stakeholders or in groups. This is a good opportunity to wrap up all the learnings, compare the progress and results against the baseline and goals, and make their post-coaching commitment or action plans.
Does coaching really work?
Coaching is a partnership. This means that the results of coaching will also depend on the level of commitment and the actions taken by the Coachee. It’s like going to the gym. Hiring a fitness trainer won’t guarantee you’ll lose weight and gain muscle, because you must lift the weights yourself. 🙂
With commitment and action from the Coachee/Client, and the consistent support from the Coach, great things can happen.
Here are some of the feedback and insights from our previous clients.
Feedback from the Manager of a High Potential HR Leader: Her confidence level has increased in performing her daily tasks and special projects. I observed that her chemistry with the team is good. She has a deeper understanding of her team and their capabilities.
Feedback from the Boss of an Executive Leader: I’ve seen commendable improvement in her confidence and communication. She has also shown a greater sense of ownership. She demonstrates care and accountability in driving team performance.
Feedback from Executive Coaching Client: Being a Leader is not easy but it’s rewarding. Every now and then you should give yourself a pat on the back for a job well done. The coaching sessions have given me more confidence in myself. I am grateful to be part of this coaching program.
Ready to be coached or to start a coaching program in your organization? I can help you!
No Special tools needed. You can start today, and do it consistently to make a difference. Coach Kurly de Guzman is a Career and Leadership Coach and one of a LinkedIn’s Top Voice based in the Philippines. She continuously seeks ways to help coaches, leaders and teams thrive through her newsletter, leadership and career development workshops as well as group and 1:1 coaching session for clients.
