How can you align a senior leader's personal and professional goals in executive coaching?

Many executive coaching clients come with goals that they think - or have been told - will make them more successful. Success is often described in terms defined by the organization. Starting the coaching process with an exploration of values helps the client to clarify what they really want - their own definition of success. Through that lens the client can identify habits they want to change to be more effective in ways that matter to them. These changes are only sustainable if they are aligned with the client’s values or who they truly want to be. Maintaining focus on the “why” enables client is able to achieve goals that are both personally and professionally fulfilling.

For leaders to find fulfillment both personally and professionally, alignment with their values is crucial—a top priority! I assist clients in gaining clarity regarding their values and subsequently evaluate how these values correspond or diverge from their professional endeavors.

Our personal and professional lives are inextricably linked. Our core values, things ranging from confidence, honesty, integrity, hope, positive attitude and perseverance, should be the same at home, in business and in life. When I wrote The Value of You, I set out to show our values should be the constant that anchor us throughout our lives. Your values guide you throughout your life and career.

Executive coaching is often thought of a service that is brought into an organization for an executive who is not performing. However, more often it is for professional development. The coach/client relationship is one of transparency. Understanding what is important to the client is essential for success. What are their values? What motivates them? What gets them excited about their future? Gathering this information and getting to know your client well, is critical for the executive coach to identify tools and resources to aid in the executive's development. A development plan is who that is created collaboratively with the client, coach and Manager. The coach is role is to help the client to see what is possible.

Knowing your purpose and your core values is an integral part of the coaching journey for me. If you don't know what you're about as a person, then how will you know your boundaries, your sense of self, your direction? I love working with clients to help them discover their values. It's so rewarding to see someone find out who they really are, and enable them to be an authentic leader, who is true to themselves and yet the best version of themselves, so they can bring out the best in others.

In my experience as an executive coach, I've found that the assessment phase is crucial for understanding the client's current reality and identifying areas for growth. However, it's also important to recognize that this process can bring up deep-seated issues for the client. As a trauma-informed coach, I approach this phase with empathy and care, creating a safe space for the client to explore these areas. This approach not only helps in identifying the gaps and conflicts but also fosters a deeper level of trust and openness, setting the stage for transformational change.

A comprehensive assessment of the leader's current professional and personal landscape is vital. It helps identify areas of synergy and potential conflicts. Utilizing tools such as SWOT analysis, 360-Degree feedback and in-depth discussions, I gain a holistic view of the leader's present circumstances. This includes career status, personal commitments, and any challenges they may be facing.

The simplest ways I use for my coaching clients, is to ask them to draw a circle and divide it in 8 slices. These slices are named 1. Professional knowledge growth 2. Career growth 3. Professional relationships 4. Family relationships 5. Friends' & relatives' relationships 6. Personal finance 7. Physical fitness 8. Contribution to society. This almost completes all dimensions of life. Then I ask to assess each slice (dimension) in the scale of 1-10. Once the assessment is done, the executive knows where to focus to enhance the score through Executive Coaching sessions.

To assess the current situation, the wheel of life can be an effective tool, as well as a 360-degree feedback tool. It is key - in my opinion - to keep the perspective as wide as possible, to ensure that no aspect of the client is overlooked. My methodology is similar to the life wheel, with the difference that the client goes through a series of questions about their dreams, duties, key decisions, main successes and defeats, and ends with a review of the outcome in order to set the direction the client wants to take now.

I use a model that I call the A-C-B process. The A stands for what do you do best. Not what you like to do, not what you have been successful at, but what to you DO best. Not a focus on outcomes, but what innate skills do you have that allow you to be successful and accomplish those outcomes. These 3 - 5 stills show up in all areas of your life and are the basis for your journey. From there we work on finding their Passion (see my comment under Part 1). That becomes the C, where is the Journey going. That brings us to B, with is the Path to get from A (what they do best) to C (their passion) and the creation of the series of 100 day goals.

Crafting Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals ensures clarity and feasibility in the pursuit of both personal and professional objectives. Collaboratively with the leader, I encourage coachee to define goals that align with their values and aspirations. These goals are structured to be specific, measurable, achievable, relevant, and time-bound, providing a roadmap for success. Further I encourage to add additional ER (Evaluate, Review & Revise) and go with the SMARTER model of Goal setting and getting it.

Tan importante como definir los objetivos, es definir las actividades que NO continuará o eliminará para darle tiempo y atención a sus objetivos principales. Una buena idea es realizar una lista de todas las cosas que el cliente hace en una semana o un inventario de sus sue?os o anhelos actuales y finalmente ir eliminando las cosas que no agregan valor a sus focos. En lo profesional puede ser dejar de ir a ciertas reuniones o bien delegar tareas que consumen mucho tiempo. En lo personal desde salirse de grupos de WhatsApp, disminuir las series de Netflix hasta ponerle límite de tiempo a las redes sociales. El recurso más valioso que tiene nuestro cliente es su atención, cuando se da cuenta, empieza a tomar fuerza y actitud poderosa.

I use the ?away from“ … ?More of“…. Method, instead of goals. It is mostly easier for clients to define what the want more of or not anymore for a clear vision of new situation to achieve!

I prefer the SMARTER goals framework: Specific, Measurable, Achievable, Relevant, Time-bound, Evaluated, and Readjusted. It is effective because it not only provides a clear roadmap for achieving objectives but also includes ongoing evaluation and the flexibility to adapt as circumstances change.

SMART ayuda al cliente a llevar a tierra acciones concretas, realistas y a comprometerse en el tiempo con ellas. Es un ejercicio de reflexión y de compromiso consigo mismo e importante para accionar y generar el cambio que se pretende. Yo suelo a?adir al SMART tradicional, los Stakeholders que pueden acompa?ar al cliente en el cambio, así como un compromiso con la celebración al alcanzarlo.

One of the most effective ways for my client to monitor progress is not simply track their activity or tell me how they think they're doing but to ask for feedback from their colleagues. The feedback can be collected informally or through an in-depth, interview-based 360 process by the coach. It's eye opening to check alignment between intent and impact and can even result in radically changing the original coaching goals.

Monitoring the progress of senior leaders' personal and professional goals in executive coaching is crucial to ensuring the effectiveness of the coaching process. Here are some strategies for monitoring and evaluating progress: Establish Clear and Measurable Goals: Ensure that the senior leader's goals are well-defined, specific, measurable, achievable, relevant, and time-bound (SMART). This makes it easier to track progress. Regular Progress Reviews: Schedule regular one-on-one sessions to review progress. These sessions can be weekly, bi-weekly, or monthly, depending on the nature and urgency of the goals.

Progress Reports, Journaling Dashboards or Scorecards are helpful, but real accountability is ensured in a social setting. My preferred option is a combination of daily questions (self reflection) and weekly support groups. Such groups can be successful if there is a genuine intent to help each other and a high level of psychological safety is present in each meeting.

Monitoring progress is an important part of coaching, and this can be done simply through conversation in some instances. If the initial assessment is done well, it provides an outline of where the coachee wants to end up, and so it is easy enough to review this and check in whether the individual has reached their desired places. Sometimes, it is useful to get feedback externally as the coachee may not see their own progress. This might come from family, friends and co-workers.

I have found that it is important to help your clients/mentees find what works for them. Many love journaling and speaking from personal experience I just can't do it on a regular basis and have it be meaningful for me. I started my own digital log (like a journal) but my goal was to go and write one line about my day. Once I had done that, my goal was accomplished. I often wrote for much longer, but my goal was one line. There was just too much pressure built up for me in a journal. The next best thing is to follow-up with those coaching questions and hold them accountable. Praise the effort, and help keep goals in check. Its all about progress, not a competition with anyone but themselves.

I often encourage others to work on harmony not exactly balance, balance can imply that there should be equal time dedicated to the important parts of our lives, and that can be impossible. Harmony allows for life's imperfections, and mis alignment that happens on its own. I like the exercise of "Big Rocks" from Stephen Covey, the short video or story demonstrates the importance of how we prioritize. Tools like the Eisenhower Matrix, the Pareto Principle and the Pomodoro technique should be taught so that tool can be used when needed. There is a great book written by Nir Eyal, called "Indistractable" that teaches us how we can become so attached to our devices that we allow life to pass us by, give it a read!

By aligning personal and professional priorities, we are trying to get a balance which is an ideal state for the best outcome in personal and professional life. But it is as easy said than done. One another way to get to effective outcomes can be by making a list of priorities & a dynamic framework of decision making grids i.e every day could come with different scenarios in life and depending on that, the choice of priority of that day could be different from previous day. And the outcome is effective or not depends on whether the choice is basis rational and non-biased way to all priorities. So, it is about understanding priorities clearly and then knowing how to make choices between those priorities in different life circumstances.

I help clients align their competencies, values, passion, and skills in creating a synergy that enhances overall well-being. We focus on balancing priorities, managing time, and harmonizing personal and professional life. Each client's journey is unique as they are. Once we We utilize tools like the Eisenhower Matrix for prioritizing tasks and the Pomodoro Technique for effective time management and enhancing focus and productivity. This approach ensures that personal well-being is intertwined with professional effectiveness, preventing burnout and fostering a balance that leads to satisfying leadership and personal development. The coaching is personalized, addressing each client's unique aspirations and challenges.

Balancing priorities is often a game-changer in coaching. I recall working with a mid-level manager struggling with procrastination. We implemented the Pomodoro Technique, where she worked in focused bursts with short breaks. This not only enhanced her concentration but also helped in managing her time better, leading to more completed tasks and less burnout. Additionally, for clients facing energy dips, I've found the Energy Audit particularly useful. A client of mine, a team leader, used this tool to track her energy levels throughout the day. This insight helped us identify specific times where she was most productive, enabling her to schedule her most challenging tasks during these peak energy periods.

I believe in the person whole Being, you can not say we will only focus on professional and then move to personal.. Definitely you can, but in the end, you are putting something ahead and ignoring the other completely .. The best if you could arrange your life altogether.. It's better managing life and work "personal and professional" simultaneously " in parallel".. A very nice simple exercise is the wheel of life, yet very effective as it shows you the component of your life and help you pick the right action.

Celebrate the achievement and integrate the learning by reflecting on what worked, what didn't, and what can be improved. This can help the client gain insights, learn from their mistakes, and apply their knowledge to future situations.

Ask the client specific open questions to underline and strengthen the potential learning. Questions such as: - What was one new thing that you learned about yourself? - What makes this learning new to you? - How do you think you can use this learning in other aspects of your life? - How does this learning relate to your session goal? - How does this learning relate to your over-arching goal? Also, it is imperative to remember that not every session includes a learning or aha moment. Avoid pressing the client to share learning. Just because you (coach) feel like there is a learning, it doesn't make it a learning moment for your client.

Im Coaching ist die Integration des Gelernten in den Alltag zentral. Da über 90% beruflicher F?higkeiten informell, oft in privaten Kontexten wie Familie oder Ehrenamt, erlernt werden, sind diese ideale Orte zum üben neuer Verhaltensweisen. Ein Tagebuch über 7 oder 14 Tage, das die Anwendung von Lerninhalten im privaten und beruflichen Bereich dokumentiert, f?rdert eine intensive Lernerfahrung. Diese Aufzeichnungen, besonders wenn in Supervisionen besprochen, verst?rken die Wirkung und helfen, Erlebens- und Verhaltens?nderungen nachhaltig zu verankern.

El mejor experto fue un día aprendiz. La mentalidad de aprendiz nos abre hacia la curiosidad, a buscar formas nuevas de hacer las cosas, de comportarnos, de tomar decisiones, en definitiva, de adaptarse. Habilidades todas ellas, muy necesarias en el entorno profesional continuamente cambiante de hoy en día. Y para ello, es fundamental tener una mentalidad abierta, entender que el error es parte del proceso para llegar a resultados exitosos y generar un entorno de confianza en la persona, de seguridad psicológica en el que no se ridiculice, ataque o culpe a quien está buscando el camino, sino que se valore que sea el arriesgado aventurero que se esfuerza por llegar a donde antes nadie lo hizo.

The best way to integrate learning is to ask the client, "How did you use what you've learned today or this week?" "How are you doing things differently than you would have before coaching?" "How have your reactions changed?"

Metrics matter. It's not enough to say "I want to spend more time with my family," "I need better work-life balance," or "I'll work less hours." Good intentions need to be turned into numbers that are entered into your calendar as "appointments." For example, "I will be home by 6 pm Mon. Wed, and Fri." or "I will set aside every Sunday for family time. NO email, texts, or social media." or "I will travel a max of 10 days a month." Be sure to schedule in self-care. As Brene Brown says, "Exhaustion is not a status symbol." Schedule in a monthly massage or meditate every morning for at least 10 minutes. You'll notice the difference - and so will your family and coworkers. - Sam Horn, CEO of The Intrigue Agency

In meiner Meinung ist die g?ngige Trennung zwischen Beruf und Privatleben im Executive Coaching ein überholtes Konzept. Wir tragen stets Aspekte unseres Selbst von einem Bereich in den anderen, was besonders im Homeoffice sichtbar wird. Wichtig ist, wie Führungskr?fte ihre Rollen in beiden Bereichen managen. Einige bevorzugen eine klare Trennung (Separierer), mit festen Zeiten und Orten für Arbeit und Privates. Andere (Integrierer) gestalten eine Mixedzone, in der sich berufliche und private Elemente vermischen. Eine bewusste Entscheidung für eine dieser Strategien und die Kommunikation hierüber ist entscheidend für eine nachhaltige Karriere.

I say personal goals are not too detached from our professional ones. Many of the leaders are too busy to have time for themselves, like a proper lunch break, pursuing a hobby, or reflection time, which impacts their well-being. Using a car metaphor, they keep on driving with low tire pressure. As a result, their stress increases, and their performance degrades. Seeing the personal goal of well-being as an integral part of overall success is crucial. I have worked with "difficult" leaders only to find that their behavior resulted from their heightened stress reaction. When they addressed it and integrated joy-giving activities into their daily lives, they became happier, and their teams benefitted from it.

I think transparency and vulnerability are key elements that might be missed in the above points. Yes you can have tactics around goal-setting but unless you have psychological safety and a safe space to really be honest not only about business goals but about personal goals and what fulfils you, internal motivations and what good looks like - it doesn't matter how many metrics you have these will end up being formulaic tick-boxes rather than really bond people as a team and make sure they've got each others back.

I find it valuable to assist clients in defining both their professional vision (career and leadership goals) and personal vision (values, work-life balance, health, relationships) and then work on integrating these aspects to achieve a balanced and fulfilling life while pursuing career ambitions.