Executive Coaching in Turbulent Times
What is going on around us, even as I write this article, is unprecedented.
None of us is immune to the anxiety, uncertainty and fear facing us every morning as we ready ourselves for yet another day of the same. What has gone on around us, and within us, this past year would have seemed unimaginable two years ago.
To name a few:
Possible confrontation with North Korea
Venezuelan oil crisis
Global Geopolitical uncertainty
Financial Market decline
Major corporate downsizing
International economic downturn
What seems to be out of our individual control rolls along unchecked. The ripple effect of the economic and political landscape not only influences our businesses, it deeply touches our families, personal lives and professional futures.
To be relevant, Executive Coaching must bring a perspective that meets realities, not theoretical possibilities. To begin, it has to engender the spirit of taking charge; focusing on what can be done; living in the present; leading through turbulent times.
So, where does Executive Coaching fit into all of this? How can Executive Coaching help? Is Executive Coaching even relevant in the face of such profound events?
The following seven observations come directly out of my experience and the experience of my colleagues as we approach these momentous challenges.
Observation I: The Best Coaches in Turbulent Times Have Unique Skills and Experience
Focused on business objectives
Focused on leadership issues and initiatives
Focused on personal management, leadership agendas
Encourage preemptive and innovative thinking and strategies
Combine the business knowledge, experience and clinical skills, and a lofty perspective of leadership and business
High intuition; high speed thinking combined with thoughtful consideration and clarity in communication
Instinctive knowledge and awareness of cross pollination of industries and functions
Cutting edge multicultural knowledge Out of the box thinking and ability to translate into implementation High sensitivity and awareness of interpersonal dynamics, communication innuendos, and motivational factors
Observation II: Companies Have a New Challenge: Who Gets Priority?
The major categories are leaders and managers, high potentials, and valuable "fix its." Who gets the priority? Where is the best Return on Investment (ROI)? Do they use a formula to determine who gets coached? Current trends are 50% of coaching...