EXECUTIVE COACHING PRACTICES (I)

In Meta-Coaching training certification, trainers address executive coaching as one of the options to practice coaching, among others such as life and sport coaching. When I took the training I missed further information about executive coaching, the main reason I wanted that certificate. As trainers, I would suggest deliver more in-depth understanding about it.

I have worked years to open corporate channels to provide executive coaching in the business world where I have worked for 35 years. In these articles I will share some common practices applied worldwide. Let’s start giving a general overview of an executive coaching process. Usually, executive coaching starts with a corporate talent need, or a business challenge, problem, or lack of result attributable to someone’s behavior, action, relationship, or performance. Some basic frames to consider:

1) ENTERPRISES DEMAND RESULTS: Companies manage their talent and human capital through talent management practices. These include development actions to be addressed through three main efforts: Experiential learning actions such as projects, task forces, increasing strategic content, expanding responsibilities, focus groups, start-ups, fix-it, turnaround, and so on. Assisted one-on-one development actions such as mentoring, coaching, tutoring or consultancy. Training and development actions such as workshops and trainings.