Executive coaching

executive coaching.

Even the most experienced leaders need to take a long view of how they fulfill their professional and social roles

It's often the case that the executive level manager does not have the option to discuss some of their challenges with the partners inside the organization. When that need arises, the role of an external coach-consultant seems crucial. Unlike their co-workers, a consultant is able to maintain a natural distance, which combined with experience, allows them to accurately diagnose the situation and provide support in creating possible solutions. The consultant also helps in identifying key development goals, inspires change and supports its implementation. A personal one-to-one contact ensures confidentiality of the information discussed and impacts effectiveness.

Typically, leaders are aware of their own development needs. These needs can range from enhancing their personal competences and their leadership style to seeking support in solving some specific organizational or strategic problem.

Frequently asked questions:

What is executive coaching?

Executive coaching focuses on coaching high-level managers: board members, business owners and CEOs.

In what situations does executive coaching bring on positive change?

When a manager needs to make strategic decisions about the development of the organization;
when a manager faces difficult personnel decisions;
when a manager would like to more proactively shape his or her own career path;
when a manager wants to improve the quality of his own work and that of his subordinates, but internal and training recommendations seem insufficient;
when a manager faces a crisis and a plan needs to be developed to manage it;
when a manager would "just like to talk" to someone from the outside who is not part of the "political puzzle" inside their own organization.

How is coaching different form training and consulting?

Executive coaching focuses on inspiring and enabling the search for the best solutions by asking the right questions. Choosing this method of work, we presume that the manager has the potential to come to a decision, and the role of the coach is to unleash this potential and motivate them to make the decision themselves.

Training is an interactive form of imparting knowledge on someone and developing their competencies by pointing out desirable outcomes and motivating in reaching them.

Mentoring assumes that the mentor has knowledge and experience in a given field and offers their advice in decision-making.

What is the advantage of using an external executive coaching service over in-house consultants?

It's always a good idea to consider in-house consultation with co-managers or departments providing support, such as HR, management, and the board of directors. On the other hand, the greatest advantage of an executive coach is their ability to look at the situation from a distance, without the burden of routine, which undoubtedly is a valuable part of the organizational culture, but can also be very limiting at times.

How long does a coaching session last?

The best results come from sessions lasting 90-120 minutes, which make it possible to discuss the intended issue exhaustively and develop an action plan.

How many coaching sessions are recommended, and how often should they take place?

In our experience, in the case of major challenges, we organize 6 to 12 sessions. Executive coaching sessions are conducted every 2-3 weeks. Of course, in specific cases where urgent intervention is required, setting up 1-2 sessions at a time is possible.

Who are the executive coaching sessions run by?

At BPD, executive coaching sessions are conducted by consultants with at least 15 years of managerial experience at both Polish and international companies.

What are the most important qualities of a BPD coach?

Confidentiality in discussing issues during executive coaching sessions, loyalty to the client, availability in case of an urgent need for a consultation, honesty (e.g. when giving feedback or declining support when the issue extends beyond the expertise of the coach)

The benefits of using executive coaching services:

Since the executive coaching service is designed for senior executives, the results are equally benefitial to its direct recipient as well as their parent organization

How the individual sessions are conducted:

The first session (approx. 1.5 h)

... its purpose is to get acquainted with one another and jointly establish/decide on common coaching goals. In particular, the consultant will get to know the specifics of the leader's work, their organizational goals and unique characteristics of the team/organization they are overseeing.

Alternatively, the coach can shadow the leader, accompanying them throughout their workday, observing the work and their interactions with the employees. In this case it's important to choose a work day that well represents how they operate.

Subsequent coaching sessions, each lasting about 2 hours each

Each meeting will have a specific guiding theme. The consultant steers the discussion in a way that ensures the best efficacy in achieving the goals of the meeting. First - they inspire the leader to take a more productive/practical look at the current mode of operation and to seek solutions based in their creative potential and professional experience. The main method we use here is to ask well-posed questions (the coaching aspect). Secondly, they give feedback on the strengths and the threats in the current situation (the coaching aspect). Thirdly, they point out effective solutions that have worked under similar business circumstances and are a part of a body of knowledge in the field of management (the mentoring aspect).

The discussion is always based around real business situations and challenges, which make it easier to implement new methods and develop new skills at work.

After each session, the coach prepares a written report for the client.

The meetings take place once every 2-3 weeks.

What happens in between coaching sessions?

"Homework" assignments are usually given that are to be completed in between the meetings. Tasks may involve using a specific method of work, answering a number of questions or reading recommended literature. In between sessions, the coach is always available by phone and e-mail.

At the end of a series of coaching sessions

After finishing a series of face-to-face coaching sessions, what can be additionally arranged is a series of half-hour teleconferences between the leader and the coach to monitor the implementation of the set action plan and behavioral changes expected as a result of the coaching process.

CONFIDENTALITY

All the details mentioned in the course of the coaching session and the resulting process as such are subject to strict confidentiality between the coach and the client. Only the client may, of their own accord, offer information about the goals and the course of the sessions.

The purpose of coaching is to implement new permanent habits and skills, hence the whole project should be scheduled to last for several months. The client attending the consultation may withdraw from the project after the first session without giving any reason as to why.