Our Executive Coaching Training:

Executive coaching has evolved and is no longer only considered for leaders that are "in trouble". Individual and team coaching is experiencing explosive growth and is now used by many organizations to take their leaders and teams to higher levels of performance and satisfaction.

Studies conducted by Jim Bolt, Executive Development Associates, and Dr. Brian Underhill of CoachSource, found that coaching now reaches 43% of CEOs and 71% of the senior executive team and may be attributed to the desire to help successful leaders get even better.

Leaders that have gone through coaching shared the following tips in the study cited above:

Work hard and smart. Leaders interviewed stated that you will need to dedicate yourself and your time to your coaching experience. Let yourself be challenged, work through discomfort; be open to new ways of doing things.
Make sure your boss is supportive, and keep her/him involved. The vast majority of leaders who were satisfied with the results of coaching reported supportive and involved bosses. Make sure your leaders are behind your coaching effort, let them know what development areas you're working on, and check back along the way to see if they are noticing improvement.
Look for a great coach, but not your mirror image. Your organization should offer you a choice of pre-identified, pre-approved coaches (if not, ask for it). Review their bios and interview them. Leaders told us "ability to build rapport" and "business experience" were far and away the most important factors in selecting a coach. Interestingly, "coach certification" and "cost" were the least important. Select a coach you can relate to comfortably, but one that will also challenge you and keep you on your toes.
Measuring ROI: It's about you. Everyone seems to be scrambling to identify a coaching return-on-investment; 73% of organizations would like one. However, you can measure whether you have improved your skills as a leader. PeopleTek suggests conducting follow-up 360-degree leadership feedback surveys or short "mini surveys" to measure perceptions of your improvement as a leader as identified by those working for you, and by your peers too.
Don't drag it on. We found that most coaching assignments last between six and 12 months. However some leaders said they were happy to let assignments continue well beyond 18 months. Determine the appropriate end point and stick to it. Much of your learning can and should be continued on your own without a coach.
Finally, one leader told us, "I would say if you have coaching done well, it can change your life, and your life as a business leader."

Remember, PeopleTek® defines coaching as:

"Helping others achieve their desired goals
and objectives."

As a leader you provide this critical role to your direct reports; why not better enable yourself and allow a coach to help you achieve your desired goals and objectives.

Our Executive Coaching Training:

"Helping others achieve their desired goals and objectives."

Our Training Products:

"Helping others achieve their desired goals
and objectives."