Can executive coaching be an effective on-the-job development tool? Yes!
Executive coaching has been around for a long time and is often used as an On-the-Job (OTJ) training and development method. Yet, many organizations have not taken the time to explore the executive coaching topic in great detail.
Let’s take a quick journey through the myths and research surrounding executive coaching. First, the myths. In the following article from Human Resources Director, Volume 3.04, they succinctly outline some coaching myths, including:
- Coaching is for remedial help
- Coaching is only for those that lack specific skills
- To be a good executive coach, the coach had to be an executive
Because of the above myths, many executives see coaching as a weakness rather than a benefit. In reality, coaching can help them reach greater inner and outer potential.
Let’s add some research to the myth busting. The Ivey Business Journal identified the benefits of executive coaching, as follows:
- Continuous one-on-one attention
- Expanded thinking through dialogue with a curious outsider
- Self-awareness, including blind spots
- Personal accountability for development
- Just-in-time learning
Two of my personal favourite benefits are, personal accountability, and just-in-time learning. Coaching can benefit all employees within an organization while greatly assisting some of the most expensive company assets – Executives.
The next time you receive push back when coaching is suggested, use the information in these two articles as positive ammunition for coaching.
- You have been asked to develop a proposal to introduce an executive coaching program. What arguments will you present to get your organization to support this kind of training initiative?