Here's how you can identify if an executive in late career would benefit from executive coaching.

Inicialmente é preciso identificar os sinais de estagna??o e áreas de desenvolvimento potencial: -Entrevista Inicial: Realizar uma entrevista detalhada com o executivo para entender sua perspectiva sobre sua carreira, desafios atuais, motiva??es e vis?o de futuro. -Feedback 360 Graus: Coletar feedback an?nimo de colegas, subordinados e superiores para obter uma vis?o abrangente das percep??es sobre seu desempenho e lideran?a. -Autoavalia??o: Aplicar um questionário de autoavalia??o para o executivo refletir sobre suas próprias habilidades, comportamentos e áreas de melhoria.

Some leaders will experience success and assume they created it, that they’re solid, and that the “good times” will continue. It’s tough to accept coaching from a peer or leader because most are afraid in this situation to be totally authentic and vulnerable with their challenges - or worse - they don’t even see them. An external coach is very different. They create a safe place for honest feedback and insights that are nearly impossible to see on your own. As leaders ascend it gets quite lonely, never more so than for a CEO. You just don’t know who to trust. The right coaching process can get you back on the path to growth very quickly. The people who say “I don’t need a coach” are usually the ones who need one the most.

I think there is an important distinction: everybody can improve with the assistance of executive coaching whether their skills stagnate or not. However, the important distinction is whether they (the coachee) wants executive coaching and whether they are reaching for it. In my experience, working with someone who doesn't recognize the need or want for executive coaching themselves = recipe for going nowhere fast. No one can force executive coaching on someone: they must have the fire lit from the inside out. Or, you risk having an executive coach that feels they are working harder for the client's success than the client is. Everyone becomes ready for executive coaching in their own time.

Learning never ends, every time I talk to someone I make sure I learn something new and no matter where one sits one can learn, Coaching is about getting a new perspective, it is as important to get a second thought or opinion on your thoughts late in career as it is in early phases. Executive mentors and coaches not just help with how to shine but also help with how to keep shining.

When I work with executives in late career, I look for signs that their skills have stagnated. If they rely on outdated methods, struggle to adapt to new technologies or resist innovative ideas from their team, it may be time for coaching intervention. I've found that leaders who've achieved significant success can become complacent, assuming what worked in the past will continue to suffice. Through coaching, I help them recognize blind spots, rediscover their curiosity, and commit to continuous growth. By embracing new skills and perspectives, these seasoned executives can reignite their passion and effectiveness, ensuring a strong legacy as they approach retirement.

I've noticed that executives nearing retirement often experience a dip in motivation. They may feel less engaged, take fewer risks, or seem content to coast. When I see a once-passionate leader struggling to find inspiration, I know coaching could help. Through powerful questioning and reflection exercises, I guide them to rediscover their purpose and set exciting goals for this new chapter. We work together to identify what truly lights them up - mentoring rising stars, taking on strategic projects, or planning their next adventure. These executives can approach their late careers with renewed energy and enthusiasm by reconnecting with their values and passions.

An executive in their late career exhibiting diminished drive can be a strong indicator that executive coaching would be beneficial. This dip in motivation could manifest as a lack of enthusiasm for their role, decreased initiative, or a general sense of stagnation. A coach can help identify the root cause of this decline, whether it's burnout, or misalignment with company goals. Through coaching, the executive can explore options for reigniting their passion, such as taking on a new project, seeking mentorship opportunities, or even planning a phased transition into retirement. By addressing this diminished drive, coaching can help the executive rediscover their purpose & continue to be a valuable asset to the organization.

Sugiro um plano de a??o que garanta a qualidade da lideran?a: -Sess?es de Coaching Regulares: Agendar sess?es de coaching semanais ou quinzenais para discutir progressos, desafios e ajustar o plano conforme necessário. -Check-ins com Stakeholders: Realizar check-ins periódicos com os principais stakeholders (superiores, colegas, subordinados) para monitorar a percep??o sobre a evolu??o do executivo. -Feedback Contínuo: Estabelecer um sistema de feedback contínuo para que ele receba insights regulares sobre seu progresso e áreas que ainda precisam de aten??o.

Even seasoned executives can benefit from a leadership tune-up. When a leader with a strong track record starts exhibiting dips in their leadership effectiveness, it might signal a need for executive coaching. These lapses could manifest as a decline in employee morale, communication breakdowns, or difficulty adapting to changing circumstances. Coaching can help experienced leaders identify these areas for improvement, rediscover their strengths, and develop new strategies to reignite their leadership spark

Otro ámbito de mejora que el coaching ejecutivo puede ofrecer a un líder experimentado, es el "refrescamiento" de visiones del negocio en cuanto a resultados y forma de lograrlos. Todos llegamos a un punto de "comodidad" donde nuestras ideas, incluso las más osadas, se parecen mucho a la de a?os anteriores o la innovación nos llega hasta la visión del negocio, pero en la forma de hacer equipo y crear estrategias, seguimos fieles a un estilo que muchas veces desconocemos y es la causa de nuestros fallos. Para disminuir estos fallos y dar curso fluido a la innovación, necesitamos que un coach nos cuestione las soluciones que por defecto ideamos, así como nos empuje a probar nuevas formas de liderar a los equipos para los nuevos desafíos.

The common scenario in a leadership lapse is usually a failure to learn, top grade and explore new progressive leadership concepts. MBO is dead. Nothing drives lower engagement than telling people what to do, the dreaded “micro-manager” - yuck. Growth focused leaders recognize this and will readily bail out to find an environment where they can prosper. Yet this archaic approach to “results” exists all over todays organizations and exec teams. A true leader never stops unfolding and exploring- driven by intense curiosity. The right coach will help you see patterns emerging in communication and leadership style that can readily be adjusted if the participant is open and willing. Grow or expire - the world is moving too fast to wait for you.

As the business environment evolves, even experienced leaders can struggle to adapt. In the world of technology advances, executive might find it challenging to stay current with new technologies or emerging trends. I once coached an experienced leader who has relied on traditional leadership methods and needed to develop modern skills like emotional intelligence or digital literacy specially during COVID times. Executive coaching can offer tailored development plans to enhance these skills, ensuring the executive remains relevant and effective in their leadership.

Old cliche but it really is “lonely at the top”. Self-imposed isolation occurs frequently in scenarios where team dynamics start to shift, and it’s easy for a bit of paranoia to set in. If politics are driving competition between key execs it really becomes an issue. The decision to engage in coaching is a powerful checkin with self - many think it’s shows weakness, when in reality it shows immense strength and fortitude to know when to seek outside input. When a coach is granted access to observe freely it doesn’t take long for a trained eye to see where the real issues are stemming from. The coach can help the isolated exec reassess and step back into their former selves. Most common sentiment is “why didn’t I find you earlier?”

A coach is like professional friend, who has a bag of tools for actualizing true potential. Every executive needs a few friends like this one. Its a true resource and can help him get the edge of his personal life.

Executives thrive on connection and exchange of ideas. So, if a late-career leader finds themselves feeling isolated from colleagues or losing touch with industry networks, it could be a red flag. Executive coaching can help them identify the root of this isolation - is it their communication style, workload, or external factors? With a coach's guidance, they can develop strategies to rebuild connections, seek out mentors, and re-engage with the industry, ensuring they stay relevant and informed. This can lead to a more fulfilling and successful final chapter of their career.

Many leaders that start to age out look beneath them and see a hungry generation of next-level thinkers pushing them up and out. It’s scary!! They will naturally question their relevance and ability to sustain high performing roles. In many cases this fear will make them forget what brought them to the party, and in many cases they have SO MUCH more to give. A coach can direct your focus and efforts into opportunities that you don’t even know are better than any role you’ve ever held. Fractional roles, consulting and coaching are the next phase for many that are laid off or experiencing age-ism. A coach can show you how to take your sage experience and wisdom and use it to help others win. It is selfless and extraordinarily rewarding.

Late career may offer the opportunity to prepare for the transition from full-time careers into whatever comes next. Letting go of long-held senior leadership roles can be challenging and requires thoughtful planning for releasing an old identity to create space for exploring possibilities for future directions and new identities. Transitioning out of the job and into a new life may prove to be a huge identity shift. A coach can serve as a guide for the development of a roadmap for the transition journey of letting go of the old and embracing the new. I am serving clients who are working on their roadmap to the future.

Lack of predictability is the no 1 stress factor these days. The best way to predict the future is to understand the laws of cause & effect and use your logic to keep perpetuating the right causes for the desired results.

Keys to adaptability Adaptability is the new super power for executives Here’s an easy way to focus and remember A - Accept change D - Develop a growth mindset A - Assess the situation P - Practice flexibility T - Trust in your ability A - Actively seek out challenge B - Be patient I - Identify your strengths L - Learn from experience I - Invest in new skills. T - Take steps to prepare Y - Yield to the flow of change Remember, adaptability is an essential skill that can help you navigate through life's ups and downs with resilience and success Make each letter a weekly focus - investing time to strengthen and grow in each area Every 12 weeks, assess your progress and set a new target to reach 1 year = 4 full cycles of growth

If you have risen the ranks by being an expert contributor, changes that challenge your expertise can feel like a threat. The most human thing to do in the face of a threat is to double down to hold your ground - but in the quickly changing landscape of business, that is the least helpful thing. Adaptability isn't about throwing out what you know and starting from scratch - it's about taking what you know and finding new pathways forward. The more willing you are to feel like you don't know, the more you will learn and the faster you will adapt.

Due to the multi-generational nature of the workforce now, many executives in their late career, find it difficult to cope with the change and stop contributing (for various reasons). Many of them may also suffer from redundancy effect. Entering into executive coaching can help these executives in late career to understand the changing paradigms of work and see things in new light. The changed perspective can help the executive in the following ways - embrace the diversity and still retain individual expertise - establish more relevant goals, aligned with the changed context Executive coaching could get the executives to the point of delivering value by sharing wisdom from their experience and also being open to mentor or coach others.

Begin with a science-backed framework that explains what strengths we might possess later in life. There is so much myth and misinformation about ageing. You must first clear out this rubbish. Avoid at all costs: - Generation stereotypes. They are myths. Lack reliability and validity. - Peaked by 40 or 45. Neuroscience has thoroughly refuted this. - fluid intelligence disappears after 40. Again, modern science challenges this. Instead use researched models like adult development theory, brain health (it’s remarkably business-centric), and Stanford research about positivity. There’s also good employee engagement research. You can coach if you begin with science and data, and discard myth. Coach the verifiable strengths later in life.

I would recommend working on your vision for a perfect reality. What do you want to see, feel, taste, and experience every day? Work on the possibility of a perfect reality and keep refining your vision every day. Don't let small, temporary challenges distract you from this vision. If you are aligned with this perfect vision, the reality will follow.