Executive Coach Barcelona

The coaching partnership is a win-win approach in which all partners plan the process together, communicate openly, and work cooperatively toward the ultimate accomplishment of overarching organizational objectives and goals.

The executives, the coach, and other key stakeholders in the organization collaborate to create a partnership to ensure that the executive’s learning advances the organization’s needs and critical business mandates.
The executive coach can be external to the organization or an employee. The partnership is based on agreed-upon ground rules, time frames, and specific goals and measures of success.

As coaching has grown in popularity over the past few years, it is only natural that some authors have tried to differentiate among types of coaching. Some of these categories define coaching type by its goals or ends. Career coaching, for instance, is defined as coaching designed to help individuals make

 enlightened career choices. Other attempts at categorization make distinctions based on the means used in a particular kind of coaching. As an example, presentation and communication skills coaching employs video feedback.

The practice of executive coaching may involve many of the types of coaching. Thus, an executive coaching engagement may over time touch on the executive’s career or personal life issues involving work/life balance, and to work on some particular behavioral or communication problem. Two factors always distinguish executive coaching from these other types, however:
-> It always involves a partnership among executive, coach, and organization.
-> The individual goals of an executive coaching engagement must always link back and be subordinated to strategic organizational objectives.

Executive’s Commitments
– Maintain an open attitude toward experimenting with new perspectives and behaviors.

– Willingly be vulnerable and take risks.

– Explore changes in vision, values, and behaviors.

– Transfer learning gained through coaching to your day-to-day work.

– Focus on your own growth within the context of your current and future organizational role
– Examine how your own behaviors and actions affect the systems in which you operate.
– Work in open exploration with your coach; help your coach to understand the forces of the organizational system.
– During the coaching process, take responsibility for your actions and remain aware of the impact of your behavioral changes on others and the organization as a whole.

Coach’s Commitments
– See the executive, his position, and the organization through multiple lenses and perspectives.

– Prepare relevant action items for all coaching meetings.

– Offer truthful and relevant feedback.

– Make appropriate referrals to other resources when you are not the best source for additional assistance.

– Create an environment that supports exploration and change.

– Role-model effective leadership practices.
– Maintain an objective and impartial perspective by resisting collusion with the executive or the organization.
– Recognize and appreciate the complexity of the organizational structure in which the
executive functions.
– Encourage the executive to explore both long- and short-term views.
– Recognize the interaction of all parts in the whole—especially how change in one of the executive’s behaviors may affect other behaviors and other people.
– Help the executive distinguish between high- and low-leverage changes. Encourage commitment to the highest-leverage actions to achieve results.