We often hear about how executive coaching can dramatically improve leadership. It’s an incredibly helpful tool for executives, but it’s important to set a few expectations before we discuss increasing revenues, moving out of the minutia, or creating peace of mind!
We are not golf (or name your hobby) coaches
Executive coaches don’t tell people how to fix the specifics of their game (i.e. their exact business). We don’t profess to be an expert at their games, the executives themselves are! What we do know is that many of the issues we all face are the same, regardless of the organization’s core competencies: People, Resources, the need for Planning and the executives’ Personal Objectives.
We are not “yes men or women”
Executive coaches often ask tough questions and don’t shy away from unpacking difficult truths. This is often quite different from what the executives get from their management teams, hired lawyers or CPA’s or even their significant others. These questions are expected and delivered.
We are not “just” business or life coaches
Just today, I had an executive almost apologize that we have been discussing personal issues recently. The truth is that personal life is part of business life. We all own our own businesses because we believe that is what provides the flexibility to enjoy life, as opposed to working for a boss. If we don’t address personal objectives in addition to business goals, how could we possibly help executives attain their best?
We do help identify blind spots
Everyone has blind spots, and by definition, we can’t see them on our own. Having a coach help them see and address their blind spots is certainly valuable to executives.
- Maybe the executive is overly analytical and never takes action,
- Maybe the executive hides in their offices and doesn’t lead their people,
- Maybe the executive has a new idea each month, or worse, each week,
- Maybe the executive assumes people know what he or she is thinking and does not communicate ideas clearly,
- Maybe the executive is a super rainmaker, but is weak in the area of controls, metrics or financials,
- Maybe the executive sees everything as their employees’ faults and is in denial that they are the one who hired the people, trained them, determined the priorities and gave them the resources to succeed or fail!
We do help break down limiting beliefs
Even when working in a position of great responsibility, many times people lack confidence, or occasionally are overconfident. We balance being their supporters and encouragers and being skeptics that force some risk management rigor.
We, at TAB, are “Member-Centric”
Being member-centric means that we are dedicated to our Members’ best interests. We don’t have an agenda of our own. With our executive coaching, our entire goal is helping our Members achieve their goals. Often, just providing the direction is not enough, however. The executive needs a plan but also needs to be held accountable to take action. With many, this is the help they need – accountability! And that’s what we provide.
We are collaborators, your “teammates”
We have experience owning our own businesses and helping many types of executives and companies – just like you. We know what it’s like to tackle the same challenges, and we’ve helped many others like you. If you are an executive (or know one) hopefully we can help you improve your leadership, increase your revenue, and create peace of mind! But maybe not… If you are not open to change, think you have all the answers or are not committed to reaching your goals, even the most experienced coach can’t help you. Think about it. If you want to discuss this, email me at email@example.com.
By Bob Dodge