Talent Connection Blog

In a study by BostonWorks.com, participants were asked to cite what they believed to be the most important factors of executive coaching.

  • 86 percent said developing leadership skills of high-potential individuals
  • 70 percent said correcting behavioral problems at the management level
  • 64 percent said improving the odds that newly promoted managers would be successful
  • 59 percent said developing management and leadership skills among their technical employees
  • 59 percent said helping leaders resolve interpersonal conflicts among employees.

Now that you’ve read some of the reasons why executive coaching should be implemented, it’s time to focus on how to implement it. Forbes.com has several good methods for implementing executive coaching.

  1. Assess your current progress and the goals you wish to achieve.
  2. Build the correct balance of trust and boundaries.
  • Ask open-ended questions to encourage critical thinking and problem solving.
  1. Support and encourage the progress of employees.
  2. Drive results by setting and achieving goals.

Every organization needs some number of executive coaches within their organization, but not all organizations can afford a specific role for an executive coach in their staff. An easy and cost effective solution is to select managers that also have the potential for executive coaching responsibilities. An effective way to assess your management team for executive coaching potential is with the TalassureMX.

For more information on the TalassureMX, or for more executive coaching help, contact us today.