Effectively partnering with a coaching firm (2/2)
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These are principles 6-10. Click here for 1-5.
(6) What is a good timeline for a coaching programme?
A minimum length of an executive coaching programme must be 6 months. Normally a healthy length is between 12 and 18 months. Time to create new (behavioural) habits and to automate these. In very rare cases you might want to consider 24 months.
However, there are some situations where the coaching relationship continues for much longer. But this is a somewhat different approach. In these programmes, we continue to serve as trusted soundboard for a business leader. Some of our longest lasting programmes continue for more more than a decade. We partner on the journey together.
(7) How do we measure success?
Measuring success is easy. If people around the leader perceive positive and lasting changes in her/his behaviour. It is less relevant if the coachee and the coach are happy. Which is often how it’s measured!
(8) What are the credentials of the coach?
The coach needs to be accepted. Two things play a role: the coach’s background, age, experience, nationality, perhaps experience in the same role or responsibility level. And second: a strong bond of trust between two people.
For coaching in the C-suite and at senior executive level, official licenses and certifications become less relevant. For coaching for mid-level managers, it’s more important. A decent training can give additional confidence of the approach, tools, guidelines, skills and impact a coach can make.
(9) Does the coach understand our culture and business?
If a coach (or firm) has deep knowledge about your company, your industry, your culture and knows some of the key players. This surely helps to make more impact faster. It's recommended to work with a firm or a small pool of coaches that you both invest in.
(10) Can we send our leader to training or business school?
A business school can be an alternative for coaching. However, not always. Regularly the coachee needs individual learning and attention. And second: our experience is that the more senior the person is, the more they value one-on-one bite sized learning. They don’t want to be in a classroom but want something more personal and ‘exclusive’. You should expect a one-on-one coaching to make more impact.
Click here to read the other five principles
This episode two of two of our series of 10 principles to get the best return of your investment when making company coaching decisions. Enabling you to make better decisions. This is good for your business and for the concerning business leader.
We are in global executive and business coaching ourselves for 30 years. We live in it! And are now sharing some of our real life industry experience from this young and developing industry. It makes us happy if you find some value from it.
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