What are the most effective strategies for coaching senior executives?

From my experience, communication is key. Find your center and stay in it. That being said, one highly overlooked skill to show confidence is humor. So often our executive clients are bogged down by facts, repetitive conversations, numbers, etc., they rarely have a moment to “relax”. This could be an invitation for the client to just be. PS. If you’re not comfortable with humor, that’s alright! There are other ways to make your potential executive client feel at ease and see your confidence. You could talk slowly (not sloth like) and calmly for example. Since executives are humans, they will pick up on that calm. In other words, be yourself and come prepared. Good luck! ????

One of my best experiences working with Senior Executives as a coach can be explained with the word 'CARE': C - Client is the expert and is self-directed A - Let's talk about Actions and Affirmations R - We start with Respect and Relationship building E - We focus on being Enterprising and showing Empathy Hope this helps :-)

I feel like people have to trust you or they won’t open up. You have to treat every client with respect and honesty. Every client I have had is different, you have to go with their mindset.

Some common needs they may have: -Strategic Guidance: Senior executives often seek strategic direction to navigate complex business landscapes, make critical decisions, and stay ahead of the competition. -Innovation and Growth: They are frequently looking for innovative solutions and opportunities for organizational growth, whether through new products, markets, or technology adoption. -Operational Efficiency: Streamlining operations and optimizing processes to enhance productivity and reduce costs is a consistent need for senior executives aiming to maximize efficiency. In addition to the above: Talent Development, Adaptation to Change, Stakeholder Management and Leadership Development

Many senior executives find they have little space in which to explore their needs and refresh their thinking. They often arrive at coaching with a particular obstacle, such as a change in role or a challenging target and unearth the thinking and patterns of behaviour that are holding them back in other areas. This takes trust, which is established across the sessions. Some clients love the analytical tool of surveys; others appreciate the confidential and safe space to be discursive and be heard. Assessing their needs is fundamental to meeting them.

Senior executives are multifaceted individuals with unique needs. From strategic prowess to personal well-being, coaching must address the complexity of their lives. As coaches, accurate assessment through diverse tools and a perceptive approach is key. Only then can we ignite their full potential and guide them towards profound transformations.

When assessing senior executives' needs, combine tools like discussions and surveys with an empathetic understanding of their unique challenges. Focus on creating a safe space for vulnerability, enabling more profound insights. Recognizing their apparent and underlying issues is vital, blending strategic and empathetic approaches for a comprehensive evaluation. This method effectively ensures tailored coaching that addresses their professional and personal development needs.

Escucha y observación atenta. Herramientas; que dise?e su FODA Que reflexione quién es? Donde quiere ir? Como? para que? Tiene los hábitos para llegar?

This is one of the most important parts of coaching senior executives. You have to create goals with them, otherwise you are just mentoring them. Mentors help people achieve their goals. Coaches help create goals and then help to ask the right questions that drive the coaches executive toward success. It’s all about asking the right questions to shape the right goals.

I have found that mentally strong executives welcome challenge and embrace change. Coaching exceutives is all about asking powerful questions that modify and align their belief systems with the behaviors needed to produce results. In order to change our results, we need to change our behaviors. Actions not words. Next, you need a written plan for the year with client goals in all 3 phases of their life. That is the foundation of my executive coaching approach.

While there are various tools at the disposal of coaches, I do feel that we should not dismiss our intuition and higher intelligence when co-creating goals and plans.

Examples of circumstances when coaching is appropriate at a senior level include taking action for personal development at a time of significant change, stress or challenge, or dealing with staff attrition. Coaching offers an opportunity to air concerns and helps the executive to identify solutions, perhaps finding a way to greater flexibility and adaptability, through the use of tools and models. A coach should ask questions to raise awareness and help the coachee to generate their own ideas and solutions.

Setting SMART objectives is not always so SMART, particularly in times of Stress or Change. To explain many senior leaders get to these position based on intellectual capacity. We are trained from an early age to use our intellectual strengths and pay less attention to our intuition in our bodies. This works in the short term, longer term it can lead to burnout and overwhelm. The first step is to SLOW DOWN and implement practices that with off the part of brain that triggers fight or flight (the Amygdala). Breath work and journalling is very effective. Then connect with you heart and body and spend sometime being clear on values. It’s important to take action and is powerful when you take step to stop you onerous active mind

An important aspect of coaching senior leaders is challenging them for deep exploration, so they can connect with their core, the essence of their being; stretching them to think beyond their own ideas and opinions, so they access higher wisdom, while coach holds a loving space of support and encouragement.

Continue to ask them powerful and accountable questions. Pose challenging questions that stimulate and promote a deeper understanding of their work. Encourage them to explore different perspectives and consider alternate or non-traditional solutions where appropriate, Learn to listen to what isn't being said - to "read between the lines." Help them address the missing or underlying concerns/obstacles to move forward to a solution.

In my experience, the more you go towards the top the more the competition becomes cut-throat and the lonelier you become. There you need someone who is trustworthy, non-judgemental, and a good listener. For example, Lincoln used to talk to his old friend and confidant Ward Hill Lamon, who was also Lincoln's self-appointed bodyguard. Lincoln found this practice beneficial for clearing his head and alleviating the stresses of his presidency. Similarly, one of the ways a coach can support his client in executive coaching is by playing the role of Ward Hill Lamon.

The statement highlights the importance of a balanced approach in coaching senior executives. Supportive elements, such as empathy and recognition, provide a foundation of trust and motivation. However, challenge is equally essential, offering feedback, accountability, and growth opportunities. Balancing support and challenge helps executives push boundaries, embrace discomfort, and unlock their full potential. As coaches, our role is to create a safe space for exploration while providing the necessary push for growth. By providing both support and challenge, we can empower senior executives to achieve significant personal and professional transformation, fostering their leadership excellence.

Continuous learning and growth are paramount for senior executives to thrive amidst dynamic environments. And coaching has a vital role to play in this transformative journey of leaders. As they say, it's not the practice and hard work that makes you excellent, rather it's the right practice & deep work that brings Deeper shifts and Excellence.

Facilitating learning and growth is the fuel that ignites success. Research reveals that organizations with a strong learning culture experience 37% higher employee productivity and 92% higher employee engagement. Moreover, individuals committed to continuous learning earn 10% higher salaries and report greater job satisfaction. As coaches, we hold the power to unlock this potential. By nurturing a growth mindset and providing guidance, we can drive transformation and propel individuals and organizations towards unparalleled success. Embrace the challenge of facilitating learning and growth – the numbers speak for themselves.

Todo proceso de coaching en sí mismo facilita el aprendizaje y el crecimiento, si no fuera así no sería un proceso de coaching. En directivos seniors puede jugarles una mala pasada su experiencia y sesgos propios de personas que toman decisiones arriesgadas, difíciles y de impacto. Cada sesión de coaching lleva al cliente a expresar y estructurar un plan de acción, con aquellos descubrimientos realizados. El aprendizaje se da en la aplicación de ese plan. En ningún caso se busca que sea un plan exitoso sino un plan que tenga los resultados para evaluar si ese es el camino que desea o quiere seguir otro. Ese es el éxito del proceso de coaching, trazar y aplicar de forma constante y averiguar si eso es lo que necesita o desea.

From my experience marking off every milestone however small it may be will create a sense of acheivement and builds self gratitude. Counting the daily wins sums up into a compounding effect and validates the fact that progress is being made. Best way to make it work sustainably is. 1. List down goals. 2. Break them down further into objectives. 3. Break them down further into action plans. For every successful action executed as per plan,tick off each micro win.

Senior Executives - like most people - need to feel that they are making progress on their Big vision and goals. Research shows that Progress is highly desired, especially on the job, where performance is measured internally and externally. One simple technique I do within my Rising Leaders method is to have a weekly win(s) check in to start our sessions. I also ask them to acknowledge themselves for what it took for them to have that win. Modeling self- acknowledgment helps them to own their success, thus growing and expanding their winning #mindset.

Senior executives already have a long history that they want to be acknowledged. They don't like to feel disrespected and treated in a shallow manner. Besides showing your expertise you'll want to show them you know them. The initial period of testing will shorten once they get you got it and they are in good hands. The best of them are super curious to hear about novel approaches, innovation, and how they can keep up with times. They are a blessing to work with.

Who are 'senior executives'? They are individuals experienced in their field with at least 20 years of professional experience. Some of them have already participated in coaching sessions, while others have not. From my perspective, the crucial factor is whether I have an experienced or self-made senior executive background in the coaching field. This starting point influences how I will coach my client.

Based on my experience, successful coaching of senior executives requires a blend of strategic foresight, empathetic leadership, and a keen understanding of organizational intricacies. I often customize programs to align with individual goals while I leverage evidence-based methodologies (360-degree feedback, psychometric assessments, adaptive leadership models). This enables me to craft bespoke strategies that resonate with the unique challenges faced by executives, thus shaping leaders who can steer organizations through the complexities of the modern business landscape.

El éxito del coaching siempre es del coachee, del cliente. Nosotras estamos allí para ir desbrozando el camino que quiere seguir y no es baladí ese trabajo. Ponerse al servicio de la persona para buscar en ella los gatillos que le harán expandir su vida, personal y profesional, es complejo porque hay que volverse invisible para que el otro brille. Cuando encuentras seniors valientes, con el coraje necesario para saltar sus limitaciones, con la humildad de indagar en sus profundidades y con el interés y las ganas de evolucionar es una maravilla de trabajo. Y es que esas personas pueden transformar su entorno de tal forma que por eso que me apasiona trabajar con ellas, para facilitar la multiplicacion su enriquecedor impacto.