Executive coaching differs from training because executive coaches are not trainers.
A trainer is someone who focuses on teaching people how to do something, whereas an executive coach is someone who helps leaders identify their strengths and shows them how to best leverage those strengths for maximum effect.
An executive coach analyzes existing behaviors and challenges of leaders so executive coaches can identify the ROOT cause of issues/problems.
A trainer, on the other hand, would give advice or methods on how to address a specific problem/challenge.
The executive coach selection process includes interviewing potential executive coaches (one on one), research (researching each candidate’s credentials and using references), reference checks (checking references provided by prospective candidates). The executive coach selection process is ongoing; it’s not all done in one day.
The benefits of executive coaching services include:
Executive coaching happens differently depending on the client. Sometimes executive coaching is done over the phone or through a video call to make things easier for clients who travel frequently or have a very busy schedule. In other cases, executive coaches may meet with their clients 1:1 as often as 3 times a week.
There are many leaders who could benefit from executive coaching services including those from mid-to-senior levels within an organization, that have been promoted into managerial roles where they might not be fully prepared to handle everything on their own, and those who feel stuck in career ruts despite working hard each day.
Executive coaches help their clients by giving them tools they can use to become more effective leaders in the workplace.
If executive coaching isn’t right for your company, management could always work with executive coaches to create custom programs designed specifically around team-building exercises and skills training for employees who are already managers or hoping to become managers.
According to The Coach Partnership, one of the world’s leading transformational learning organizations, the purpose of coaching at a top-line level is to support the growth and development of the coachee in an area that they have identified as important to them. The purpose of any specific coaching conversation will always be defined by the coachee.