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 You need a great coach. I'm not talking about a person who blows a whistle and makes you do push-ups. I am talking about someone who can help you achieve greatness in your career. Today, more and more individuals are hiring coaches to give them a competitive edge.
Most executive coaches have great credentials and lots of scar tissue from fighting corporate battles. Outstanding coaches have typically had a variety of assignments in a number of locations. Instead of trying to "fix" individuals, coaches focus on developing strengths and minimizing weaknesses. They provide insightful counsel, and deliver crystal clear feedback with impact.
Coaches help you set stretch goals - goals that seem nearly impossible. Then show you how to achieve them. Coaches help clients communicate more clearly, and more forcefully -demonstrating "it's not just what you say, but also on how you say it." The best coaches have a reputation for being brutally honest.
People seeking coaching typically fall into three categories. First - those who want a business counselor. These people find it lonely at the top and find great value in confiding in someone who listens and responds honestly without having a vested interest in decisions. Second are those who need "fangs." These clients may be lacking in some way: street smarts, presentation skills, or polish. Third - those who need to be "defanged." These people are often too tough on subordinates or peers. Coaching helps polish those rough edges.
The coaching relationship usually lasts for a minimum of three months, with an average contract of six to nine months. The cost for coaching varies, but $150 - $250 per hour, with a four-hour minimum per month, is within reason.
Coaches use a variety of tools to provide insight. Common tools are the Meyers Briggs Type Indicator, the DiSC Profile, the Birkman, and the Campbell Interest and Skill Survey. Some coaches will even ask your permission to talk with close friends and family to learn how you tick. However, a coach's best tools are his or her ears. Great coaches make a living by listening to the concerns of their clients and reframing problems in a way that sheds new light on key issues. The most important ingredient in selecting a coach is chemistry. Choose a coach that you trust: someone that will ensure confidentiality. As in most professions, the best coaches live and die by their professional reputation.
Human Resources Managers, particularly those who work for Fortune 100 companies are a good source of recommendations. Ask them who they use to coach their bright young execs. Before signing on with a coach, check their references. People are usually very willing to discuss the pros and cons of working with their coach. Like anyone, they all have strengths and weaknesses. After you find a coach you click with, spend time discussing success. If you are clear about what you want, you are more likely to get it.
Joe Namath once said, "If you aren't going all the way, why go at all?" In life, why stop short of excellence? An executive coach, who understands you and can work with you, can make a significant difference in your career. If you don't believe me, just ask Tiger Woods, Michael Jordan, or Mia Hamm. In each of these examples, a great coach used the player's natural talent and helped unleash the superstar within. Are you next? Consider it deeply; an executive coach may just the thing you need to turn the corner of greatness in your career.
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