How can coaching help leaders stay focused on strategic priorities in the face of distractions?

How can coaching help leaders stay focused on strategic priorities in the face of distractions? True developmental coaching is about skills, behaviors and strategic mindsets, not just about day-to-day deals, projects, or pressures. The best leaders establish a monthly coaching rhythm with each of their team members that allow them both to step back and look at the bigger picture - being more strategic and developmental in nature. These monthly developmental coaching sessions need not be long - typically 30 minutes is sufficient - but over time they become the foundation of a deeper relationship between coach and team member that allows for growth in strategic thinking and focus on longer-term priorities.

Coaching is a partnership, where in the leader feels supported as they have a dedicated space for reflection. @Through the questioning the coach helps the leader to navigate the complexities, maintain focus on the strategic priorities amidst distractions. @The coach empowers the leader to overcome the challenges by distilling down their objectives, setting strategic priorities and crafting actionable goals. @As coaching is very personalised, the coach equips leaders with tools to maximise their energy and productivity. @The leaders learns to develop resilience, bounce back despite the distractions. @Coaches provide the supportive environment for the leader to celebrate their success and continue to strive on the track.

Just because you're in an executive role does not mean you have the ability to execute that role. Coaching leaders of leaders has given me a glimpse into navigating common misconceptions. One is that because you have a leadership role, that you have to have all the answers. Great leaders ask great questions. Most of us are taught great leaders do great things. Sometimes. But great leaders help others do great things. Learning what it looks like to build capacity in yourself and those you influence is why coaching is both necessary and continual. The work continues. And getting better every day is our goal.

Executives are bombarded with new ideas, creative solutions, and multiple conflicting priorities. Effective coaches help their clients define clear, choiceful strategies that also tell them what NOT to do. Coaches can also help executives manage the scarcest resource of all: Time. Challenge and focus from a coach can help leaders to know what the right strategy for this business at this time should be.

Coaching is a tool people used to become a better leader and become more strategic in the way they work. It is also an independent soundboard to help you navigate challenging situations. I like to say I help my clients work smarter, not harder. Just like a Coach in sports guides you to a win, Executive Coaches guide you to success. The good news is you get to decide what success looks like for you.

Most organizations promote people based on their technical proficiency. Ex. "You're a great software engineer so you're a great choice to lead the software engineering team.". The promotion usually comes with no training or preparation to take on the role. The issue is that the skills demonstrated to earn the promotion are not the skills needed to be an effective leader. Coaching can prepare and support leaders in the development of the skills needed to become successful people managers.

Everyone needs a Coach / a person who can be there - in all fields . Till we have a desire and ambition to be better than before and want to convert Potential to Performance- there would be a Coach , Coachee and of course the beautiful and sacrosanct process that connects-Coaching.

It really is lonely at the top. Despite the fact that executives contribute to critical conversations constantly throughout the day, often into the night, there are few opportunities to really see how they are coming across to others, or how they might improve. A coach supports leaders by aiding the process of pulling back from the urgent matters that demand our focus, and reclaim focus on what matters - getting work done and creating value through the effort of others.

Sometimes, leaders use their strengths too much without realising it's becoming a blind spot for them which is hurting others around them. If they don't seek feedback and advice, it can produce just the opposite of what they are trying to achieve. It is in this context, coaching becomes critical. The coach, dispassionately observes behaviour & patterns to bring forth insights which are difficult to see by the leader himself/herself. This knowledge is precious as it allows them to think, reflect and modify behaviours.

One of the greatest gifts any of us can receive is for someone to give an honest assessment of how we are being perceived by others. The higher up we are in an organization, the more rare honest feedback becomes. The reasons are many and varied, but most often come from positional power and perceptions on consequences or fallout. It is tough to overcome the understandable fear of blowback in sharing a tough truth. Coaches can fill that void when trust is built with a leader. Leaders are also responsible to be willing to set ego aside long enough to absorb the feedback, and decide to action it for growth.

Having a person outside the system that you’re in who you can trust completely to open up to and unleash everything that’s in your mind … unconditionally … helps you move forward and grow. Working with someone who understands business, organizations and people and is not afraid to ask powerful questions and provide straight talk that connects with your head and heart so that you can think/take actions you want to take makes a huge difference. Trust is the key to making all things possible.

Coaching is a partnership based on trust, curiosity, courage, and unconditional positive regard. There is no power relationship between coach and client. Rather, there is true collaboration and alliance that generates Freedom to Choose. If the client is willing to look inside and understand one’s inner barriers, it is then possible to reframe, imagine new pathways, and make conscious choices for future-focused action. When done well coaching is a powerful tool.

Coaching works by shining a light on your blind spots, those dark, dusty corners of your mind that you'd rather ignore. A coach acts as a thinking partner with their client, not a decision-maker or direction-giver. Coaching allows for different ways of thinking, and different ways of thinking changes lives.

In my experience a great coaching relationship is highly effective real time training for the recipient. Traditional training is typically a single point in time and the course material may not be immediately applicable to the person’s day-to-day at that time; so its effectiveness is diminished. Coaching allows the participants to discuss key issues and challenges ( essentially their own case studies) during regular touch-points. The coach shares wisdom, the recipient can apply approaches in real time and discuss feedback in successive sessions. The recipient’s learning value is internalized and their leadership development accelerated. It’s such a rewarding experience!

I think each Coach may have a different process but for me I believe the process should have a beginning, middle and end with options to add additional sessions only if need. I start by doing an assessment and getting to know the individual client. We set goals, deliverables and timeline. Sessions are typically 1 hour with my first choice being in-person. Frequently I do a hybrid schedule (in-person & virtual) depending on the client. The time is spent strategizing, reviewing targets and discussing implementation of goals and deliverables. The process is dynamic and fluid and always subject to change if new challenges arise.

The short answer: Better Living! High achieving executives pay a high price for the hard work they are doing. Working long hours, high stress and a lot of responsibilities. Above all, many executives experience loneliness and failed relationships. Coaching will help you work more efficiently, lower your stress levels and will help you experience joy again in life. It will make you balance your life to enjoy your health, wealth and your relationships!

I used to think that relying on a coach meant I wasn’t capable enough on my own. How wrong I was! Leadership coaching has helped me - increase my self awareness and reflect on what's real for me in the moment. - improve my decision-making, problem-solving & delegation skills to drive better performance Coaching is not just a benefit; it’s a necessity for those looking to lead with impact and leave a positive mark on both their organizations and society at large.

widening of your perspective and changing your point of view, so you become someone different than before. with that experience you then will make different decisions and transform existing patterns of thinking and doing.

Gerade erst heute hatte ich eine Session, die gezeigt hat, dass es oft tiefgreifende überzeugungen aus Erfahrungen/Sozialisation sind, die Führungskr?fte daran hindern, das klassische Thema Delegation konsequenter umzusetzen/ zu leben, um mehr Zeit für strategische Themen zu haben. Denn wenn die dringend werden, ist es oft zu sp?t. Muss es immer ein Coach sein? Nein! Aber ein Blick von au?en, hinterfragen von Sichtweisen, eine andere Perspektive, hilft jedem von uns. Man muss nur offen dafür sein, sonst bringt es nichts.

Regardless of the specifics coaching should provide at least these 3 things: 1. Strategic non-biased insights/perspectives. 2. Objective auditing. No blind spots! 3. Tight feedback-loops. Leveraging speed + direction. Bonus points: Transparent support. (These individuals tend to isolate)

Before starting with the coach, the leader should reflect on what they are wanting to achieve. Certainly the coach will help them carry this question further, but too often a leader enters a coaching relationship without reflecting on whether they really need this kind of support, or what they expect to gain from the experience. Also, the coachee should be prepared to work outside of the coaching sessions, even accessing supplemental resources to enhance their learning. If real change is going to happen, the coachee really has to invest. And this investment should also include the coachee’s willingness to discriminate up front between potential coaches who do/don’t “match” with them philosophically, at least in some general sense.

ask around for recommendations for coaches. see at least three different coaches. choose the one with the best chemistry fit. as Freud said, "a mild erotic psychological transference" helps the process.

- Prepare yourself in critical soft skills such as emotional intelligence, active listening, strategic focus and business context. - Avoid mentoring, promote coach. - Get a deep understading of the person, his emotions, preferences and fears. Avoid threat employees as a number. - Motivate positive changes and promote recognition of all efforts, no matter how small can look.

There are many qualified coaches in the world, and I believe the best way to find a great coach is to meet a few and see who you connect best with.

iPrio - richtige Priorit?ten zu setzen ist mit Leadership das Thema und nicht so einfach, daher ein immer w?hrendes Lernfeld :)

The real question to ask is why does a leader develop a tendency to get " distracted" from the strategic priorities which are laid down and if he is not on " the" path, coaching as tool is the best way to help him be back on the right path Distractions can and do occur because of A) information overloads B) inability to prioritise C) not trusting path chosen D) images of past failures and experiences hovering E) mindblocks towards " one " favoured way of working . Coaching can A) edit and remove the mind blocks B) create a new " mental structure " towards the approach to be chosen C) set the person free from the burden of past images and experiences D) make person self accountable and build a stronger " decisional muscle "

Coaching isn’t therapy, it’s not counselling and it’s not consulting. Whilst it takes elements from all of these disciplines it’s very different. Coaching is about moving you forward and you finding your own route through with help support and guidance.

Coaching supports people to explore and reflect upon what is making them feel distracted and how they would like to remain focussed. At times, there is a lot happening and coaching offers the non-judgemental space to think, reflect and make conscious choices to support oneself.

- it helps bring out people's best side in the table - it sets you apart from the others - it truly is the best thing you can do to yourself

As a leader the expectation is that you are already a high performer and strategic thinker. However, like everyone else you will have blind spots and areas where you self sabotage. This can lead to loss of confidence or fear of being found out or losing respect if you fail. Coaching helps you find ways to stay self aware and address your gaps. Coaching helps you stay focused on growth