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How do you coach executives above your experience level?

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Coaching executives above your experience level can be a daunting challenge for management consultants. You may wonder how to establish credibility, trust, and rapport with senior leaders who have more authority, knowledge, and influence than you. However, coaching is not about telling people what to do or how to do it, but rather helping them discover their own strengths, goals, and solutions. In this article, you will learn some tips and techniques to coach executives effectively and confidently, regardless of your experience level.

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1 Know your role

As a management consultant, your role is not to be an expert in the executive's domain, but to be a facilitator of their learning and development. You are not there to impress them with your knowledge, but to support them with your skills. Your role is to ask powerful questions, listen actively, provide feedback, challenge assumptions, and encourage action. You are not there to solve their problems, but to help them find their own answers.

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Thyagrajan K

Founding Team Member - International Centre for Entrepreneurship and Technology (iCreate)
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A very important role especially when you consult CEOs/MDs/Founders, is to lend a shoulder for them to cry! It is indeed very lonely at the TOP. And more often than not, they cannot share their anxities with colleagues, friends and family in the fear of being seen as vulnerable. A management consultant's job is to gain that 'mutual trust and respect', making it comfortable for them to confide in. It also implies that consulatnts learn to be very empathetic and yet dispassionate - both - at the same time.

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Jerry M S.

Domestic and International Team Leader, Program/Project Management, Business and Operational, Expert in Private Sector Competitiveness - Development and Economic Growth, Infrastructure Sustainability
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Interesting question. I can assure you that this is not what the client expects or pays for. Step down and out of the way. Bring in the right person with the right level of experience. Otherwise, you will lose a client.

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2 Build rapport and trust

To coach executives effectively, you need to establish a strong relationship based on rapport and trust. Rapport is the feeling of connection and mutual understanding that you create with your coachee. You can build rapport by showing genuine interest, empathy, and respect for their perspective, values, and goals. Trust is the belief that you are competent, reliable, and honest. You can build trust by demonstrating your professionalism, credibility, and confidentiality. You can also use positive reinforcement, acknowledgement, and appreciation to strengthen the bond.

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Nick Montalbine

I don't just help shape the future; I ground it in a persuasive call to change
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You may also want to consider building a person connection. This is a great way to establish trust regardless of experience level: Share appropriate personal anecdotes and experiences that might relate to their situation. Humanize the relationship without overstepping professional boundaries. Also. show empathy. Acknowledge and validate their feelings and experiences. Even if you haven't been in their exact position, you can express understanding and empathy towards their challenges. At the end of the day, providing value is the unlock to trust and rapport. Consistently provide insights, tools, and strategies that align with their unique needs. The more value you add, the more trust you'll build.

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3 Adapt your style and approach

Coaching executives requires flexibility and adaptability in your style and approach. You need to tailor your coaching to the specific needs, preferences, and personality of each executive. You need to consider their level of readiness, motivation, and confidence, as well as their learning style, communication style, and feedback style. You need to adjust your pace, tone, and language to match their energy, mood, and expectations. You need to use a variety of tools, models, and frameworks to suit their context, goals, and challenges.

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Natalie Micale, MS, RDN

Executive Coach & Leadership Consultant | Helping healthcare, government & corporate execs communicate better, lead stronger, and achieve lasting results | Former Healthcare & Government Leader | Registered Dietitian
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Adaptability and the the skills to read the needs of our clients is the most important component to success as an executive coach. Once you’re able to see beneath the surface, it becomes easier to see the intentions behind the words and actions. As executives, much of what our clients say and do is scrutinized immediately, often leaving them feeling misunderstood and frustrated. Part of the job as an executive coach is to bring awareness to how our clients are perceived, and without our own awareness, that’s not possible. You don’t need to be an expert at their job to be an expert at helping them see their blind spots.

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4 Challenge and support

Coaching executives involves a balance between challenge and support. Challenge is the process of stimulating the executive's thinking, creativity, and performance by asking provocative questions, providing constructive feedback, and exposing them to different perspectives and possibilities. Support is the process of enabling the executive's growth, development, and well-being by providing encouragement, affirmation, and guidance. You need to find the optimal level of challenge and support for each executive, depending on their situation, goals, and potential.

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5 Facilitate action and accountability

Coaching executives aims to facilitate action and accountability. Action is the process of translating the executive's insights, ideas, and plans into concrete steps and actions that lead to desired outcomes. Accountability is the process of ensuring the executive's commitment, responsibility, and follow-through on their actions. You need to help the executive set SMART (specific, measurable, achievable, relevant, and time-bound) goals, identify potential obstacles and solutions, and monitor and evaluate their progress and results. You need to hold the executive accountable for their actions, celebrate their successes, and learn from their failures.

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6 Seek feedback and continuous improvement

Coaching executives requires feedback and continuous improvement. Feedback is the process of receiving and giving information about the executive's performance, behavior, and impact, as well as your own coaching effectiveness and impact. Continuous improvement is the process of using feedback to identify strengths, weaknesses, and areas for development, and to implement changes and enhancements. You need to seek feedback from the executive, as well as from other stakeholders, such as their peers, managers, and clients. You need to use feedback to improve your coaching skills, knowledge, and methods, and to ensure alignment with the executive's expectations and goals.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Thyagrajan K

Founding Team Member - International Centre for Entrepreneurship and Technology (iCreate)
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Often the main decison maker/influencer - especially in 'Family Owned' businesses, is not the CEO or even the Founder that you will see. There could be a/other (several) 'invisible hands' that lead them to take a chosen path. Very crucial for management consultants to 'spot' these invisible players very early on in the engagement - they do not appear on the surface - but reside in the roots!

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Demetra Caterelou

Business Management
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Coaching executives beyond your experience level is a challenging task. They need to trust you first of all and for you to stay somehow humble, so that they will not feel threatened (psychology of competition). Utilise your strong points, encourage teamwork, and adjust your methods according to their requirements, and emphasise their development through personal exploration, even when they possess greater expertise.

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How do you coach executives above your experience level?

1

2

3

4

5

6

7

1 Know your role

2 Build rapport and trust

3 Adapt your style and approach

4 Challenge and support

5 Facilitate action and accountability

6 Seek feedback and continuous improvement

7 Here’s what else to consider

Management Consulting

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How do you coach executives above your experience level?

1

2

3

4

5

6

7

1 Know your role

2 Build rapport and trust

3 Adapt your style and approach

4 Challenge and support

5 Facilitate action and accountability

6 Seek feedback and continuous improvement

7 Here’s what else to consider

Management Consulting

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