Coaching for executives, managers and specialists
The term “coaching” is used as a generic term for different methods of temporary support and guidance for executive managers and employees.
In contrast to “consulting”, no solutions are suggested by the coach, rather the development of own solutions is facilitated. “Coaching” refers to structured conversations between a coach and a coachee (client), e.g. on questions of everyday professional life. The goals of these conversations range from the assessment and development of personal competencies and perspectives to suggestions for self-reflection and overcoming conflicts with employees, colleagues or superiors.
The coach acts as a neutral, critical sparring partner and, depending on the goal, uses methods from the entire spectrum of personnel and management development. He promotes the ability for self-management (help for self-help).
Inhalte / Content
- 1 When is coaching used?
- 2 Forms of coaching
- 3 The setting (general conditions)
- 4 How does a coaching meeting work?
- 5 What is employee coaching (employee development)?
- 6 What is executive coaching?
- 7 The 10 most common mistakes as a leader
- 8 Differences between employee and executive coaching
- 9 What does an employee or executive coaching cost?
- 10 Tips for the selection of coaches
Coaching differs from (psycho)therapy in that in the latter a medical diagnosis is made by an “expert” and emotional problem reactions are dealt with in a longer period of targeted change work.
When is coaching used?
Coaching is used in many areas, e.g. in sports, in medicine or in private life. In the work environment (private and governmental organizations) coaching is used especially for performance improvement, competence development, conflict resolution, and in leadership. The advantage of coaching is that it can be used in a short-term and targeted manner. Therefore it can be used very widely depending on the topic.
Coaching is considered useful in the following topics in the work environment:
What is executive coaching?
Leaders are part of the management and lead one or more employees. The essential difference to other employees lies in this leadership task. Therefore, executive coaching focuses on leadership competence and leadership behavior. Often three levels of responsibility are distinguished:
- Lower management (when taking over the first leadership responsibility)
- Middle management (responsibility for several managers)
- Top management (overall responsibility for a company)
because the management task develops as a function of the number of employees.
What is meant by leadership competence?
Leadership competence is the ability to set goals and to influence and lead the behavior of other people in such a way that these goals are translated into results. As a leader, you have an influence on the performance of your team, e.g. through the motivation of your collaborators and the working atmosphere in your area of responsibility. The team must therefore perform its day-to-day tasks in the best possible way so that you can achieve the goals against which you are measured. In the context of these tasks, the following competencies are important:
- Organize meetings, sessions and workshops efficiently
- Exude sovereignty in your appearance
- Confidently master critical leadership situations
- Conflict management: resolving conflicts over goals, distribution, power and values in a sustainable manner
- Dealing skillfully with “difficult” employees
- Confidently mastering important management tools (target agreement, delegation, appraisal interviews, control, motivation/frustration)
- Dealing skillfully with power and influence
- Develop an authentic leadership style
- Giving and receiving effective feedback (self-image and external image)
- Assessing employees and promoting them in a targeted manner
The 10 most common mistakes as a leader
- They lack energy and enthusiasm
- They do not properly fulfill their role model function; thus, they lack the greatest influence on the behavior of their employees
- They are satisfied with mediocre performance (objectively speaking)
- They do not have convincing goals and perspectives (despite actionism)
- Their decisions are based more on subjective interests and old habits rather than on the common task and challenge
- They do not value cooperation and promotion of (result-relevant) skills very much
- They formulate expectations towards others, but they themselves do not adhere to them
- They are resistant to change, to new ideas or different opinions
- They do not learn from mistakes when dealing with others
- They fail to create a positive work environment and constructive interpersonal relationships
- They fail to develop the strengths and skills of their employees (productivity) (and consequently have a personnel cost problem).
The main phases of coaching include (1) clarification of the initial situation, (2) goal setting, and (3) interventions.
Differences between employee and executive coaching
Here you will find a comparison of these two types of coaching.