How can you develop a strong work ethic for executive coaching?

Many executive coaches hold a certification from a governing body such as the ICF or EMCC. These organizations have a code of ethics that each coach agrees to as part of their certification process. These ethics provide a solid basis for building a strong ethic. As coaches, we often ask our clients to do “inner” work. Executive Coaches should do the same. Coaches can learn and grow by attending meetings at the local chapter of the certification body they are part of. They also have the opportunity to form friendships with other coach practitioners. Association with other coaches with a strong work ethic can be contagious. It is an excellent way to build a strong work ethic and fortify oneself as an executive coach.

A Coach needs to have a strong belief in 3 areas which must be exemplified by his / her behaviours throughout the engagement. 1. Being Coachee Centric - The needs to the Coachee must take precedence over every other need. 2. Being committed to the Process, even if it takes time. No shortcuts. 3. Being non-directive and patient to allow the 'butterfly' - Coachee to break out of the cocoon of comfort and transform.

Being clear about your own personal work principles, values and ethics is important. How are you going to show up for your client? Being consistent in your behavior e.g., reliable and dependable, disciplined, collaborative and an effective listener etc. I believe a great coach has their own mentors/coaches and understands the importance of self-reflection and continued improvement upon their own skills.

Setting goals is important. In my humble opinion when it comes to developing a strong work ethic for anything, and especially for executive coaching, it is first about the WHY. Knowing what drives you to be an executive coach will enable you to be motivated to have a strong work ethic. Another key piece is your values. You must define these early one as they will get you to keep going when things get tough.

I like to add : Break down larger goals into smaller, manageable tasks to provide a clear roadmap. ? Encourage regular check-ins to assess progress and discuss challenges. ? Establish mechanisms for executives to track and report their accomplishments, fostering a sense of responsibility.

Set clear and measurable goals to guide your work Use planning tools such as calendars and project management software Break down complex tasks into smaller stages to facilitate execution Identify and prioritize the most important and urgent tasks Avoid distractions and procrastination when prioritizing your activities Delegate or outsource tasks that are not within your core competencies

Also I feel we need to use Eisenhower matrix, prioritize tasks and delegate effectively. I used strategies for efficient time allocation, such as time blocking and setting realistic deadlines. Stress the importance of consistent effort over time. Develop routines that support sustained productivity and reinforce positive habits.

Prioritising your priorities is key. I like to ask the coachee to complete a coaching preparation template before each coaching session so that both they and I can see progress made, key learning take aways, current challenges and the opportunities available. We can then plan and prepare for the coaching discussion which helps prioritise the priorities and focus on what really matters during the coaching. Rather than focusing on the always urgent tasks, we can then prioritise the most important and be more strategic in our approach which makes it easier and more efficient as well as achievable for the coach and coachee to work on.

In my experience, clients who are busy executives truly are busy and overwhelmed with daily fire fighting. Thus the important job of the Executive Coach is to remind the clients on the big picture that sometimes because of the busy daily workload, they simply don't have time to think about that.

“If the plan doesn’t work, change the plan, not the goal.” —Unknown - keep flexibility, time to reflect and adapt in your goal setting. Deadline is a hard word, it's rather a continues learning and when first achievements are done, the rest follows. Never force you with time pressure, rather ask for more time, if you feel it's needed. Therefore the holistic plan should have plenty of buffer in it. But as said above, make mini steps, motivating you, and celebrate them.

Instead of thinking of items as deadlines, consider them realistic milestones - and attach each milestone to a personal reward. Being personally accountable to one's own deadlines will create a strong foundation and practice for one to model for one's clients.

This is really important! If you want it, be sure to ask. I use a survey at the mid-point and, again, at the conclusion of a coaching program (mine are typically weekly meetings for 4-6 months). The practice enables you to refine and make mid-course adjustments as well as derive "lessons learned" for the next time.

Being an executive coach, it is important to work with a coach who nudges growth, expansion of possibilities and strong accountability. Feedback on this progress will help one refine and improvement one's own coaching. Exposure to varied perspectives and continuing education that enhances one's area of specialization will also provide a deeper interpersonal barometer for progress.

I actively seek feedback from clients to enhance my coaching skills and keep up with trends. I engage in honest conversations, attend workshops, and reflect on my practice to continuously improve. This approach helps me provide the most effective coaching.

Feedback is a measurement approach whether we are on track. Use feedback as a vital tool to understand the process of coaching. This will help both coach and coachee to assess their performance. It always recommend to do check in at the start, mid point, end and after certain period of time to explore the Behavioural change

In the realm of executive coaching, the journey isn't just about honing skills; it's a profound exploration of strengths, a quest to unearth the leader within. By understanding the "why" behind their actions, high-potential executives are primed to step into future leadership roles with purpose and impact.

As they say, a motivated coachee is half the battle won. Similarly, a coach who genuinely wants to help takes it further. In addition to all these characteristics like setting goals, prioritizing tasks etc. a coach needs to realise and be comfortable with their vulnerabilities as every engagement has its set of challenges. The coach should not hesitate to seek help to face such vulnerabilities and not try to solve all problems on their own. So, proactively seeking help is a great quality to have to support the work ethic.

Want to skyrocket your work ethic in coaching? Before seeking to become a coach, experience for yourself the benefits of hiring one to help you, preferably on multiple occasions. If you coach from a deep intellectual and emotional understanding of the value, your passion for mastering the craft will far surpass that of others who merely dip their toe in the coaching waters. If you find your dedication and attention do not strengthen through experience, I strongly suggest you find another avenue for your passion. Coaching demands deep respect and love for the craft and the clients we serve.

It is imperative to remember your place as an executive coach and refrain from the desire to become all things to your client. It can become all too attractive to be on call, serve as a second string therapist or begin to wade in to complicated waters of the organization that are not yours to tackle. Maintaining a strong ethic while maintaining good boundaries with each client is important.

Trust, rapport and confidentiality are essential to ensure an excellent work ethic in executive coaching. During the coaching this requires encouraging open and honest conversations, being brave enough to challenge assumptions and give insightful in the moment feedback. In other words laser speak is key while being constructive in your approach so that you build rapport and respect for a strong, collaborative relationship that is a partnership for success.

In the realm of executive coaching, the choice of a coach becomes a strategic decision akin to shaping one's professional identity. Consider the coach's experience and credentials as not just qualifications but as a narrative of insights. A coach attuned to the executive's challenges isn't just a guide; they become a collaborative force for unlocking potential, echoing the ripple effect of success within the broader organizational tapestry.

As an executive coach, I focus on demonstrating work ethic by consistently honouring my commitments with the coachees. Some examples: 1) I do what I committed to do 2) I attend and complete coaching sessions on time (and I want them to do the same) 3) I create accountability as doing the work between sessions is equally important as what we do in the sessions In other words, I set the example because demonstrating work ethic is a terrific sign of leadership.