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Heart of Executive Coaching

Someone very much like you, smart and extraordinary, asked about the usefulness of executive coaching. This person was a seasoned executive, serving with great respect in a complex assignment. He professed a passion for such work, wasn’t ready to stop or retire, and after contemplating the future, he realized he wanted to achieve something more significant than exceptional earnings per share.

This was the start of a remarkable discussion, because most people in well-paid vocational roles with status, authority and accomplishment lack the humility or curiosity to venture into this conversation. His desire breached the greatest obstacle to executive coaching: Ignoring one’s ignorance – or, the client, student, leader who doesn’t know what he/she doesn’t know, yet presumes to know, while choosing to consider the unknown as irrelevant. As Goethe said: “There’s nothing so dangerous as ignorance in action.”

Naturally, the opposite of this, while rare, is an appreciating asset: The person who is intent on performing more effectively, who presumes there is more to learn and skills to build, regardless of current attainments. We might say this person is concerned with maximizing performance capacity, intent on increasing effectiveness, not content to merely presume effectiveness, conscious to not fall into the traps of arrogance and hubris.

So, the main consideration for collaborating with an executive coach is whether the coaching relationship will significantly increase the leader’s performance capacity. The start of a transformative executive coaching relationship is a conversation about the client’s predisposition toward personal and professional growth. The executive who is marginally aspiring about the outcome – who is barely intrigued with increasing performance capacity, who thinks personal growth has no bearing on professional effectiveness – brings a predisposition that is hardly worth the endeavor. Yet, the opposite is wonderful and wonderfully fulfilling!

Often, the difference is because the growing executive aspires with a passionate belief in their destiny and a clear sense of responsibility to increase their performance capacity in the limited time that remains. This is an adult’s perspective.

The only executive coach or consultant qualified to support your effectiveness is one with whom your performance capacity is the principal goal for change, and you feel comfortable with the all-important collaboration. Learn more from Julie Han Coaching if you are ready to give a try to a coaching plan designed to help you achieve your objectives quickly.

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