I can’t claim this as my own writing, but I’m posting it here because I think it is good food for thought. You hear so much about “coaching” and the different flavours that it is hard to know what will work. Although I’m not officially trained as a coach, I am good at providing insightful feedback and guiding people toward thinking differently about how they work and how they are perceived. However, there are a few people that I’ve tried coaching who have said they want coaching from me, but then are defensive when I’ve given them things to think about or reconsider. Maybe it is me, but maybe it is the client… This article is useful if you are thinking you or your employee are good candidates for coaching.
The Management Tip of the Day, September 25, 2018, Harvard Business Review
Not every executive will benefit from working with a coach. And if you’re the person who decides which company leaders get to work with an outside expert, you want to spend your budget wisely. To assess whether a struggling leader is ready for coaching, watch for a few red flags. First, be wary of an executive who always has an excuse when things go wrong. Coaching requires self-awareness and introspection, so someone who consistently blames external factors for their problems may not be a great choice. Second, think carefully about a leader who favors quick-fix tactics. The best candidates for coaching are willing to challenge their assumptions and beliefs about how to get things done. And third, beware of managers who delay the start of coaching to “do more research” or “find the right person.” It may be a sign that they’re just not ready to confront their issues.
Adapted from “4 Signs an Executive Isn’t Ready for Coaching,” by Matt Brubaker and Chris Mitchell