- To support leaders in transition gain clarity & support
- To support leaders, deliver major technical or behavioural change or cope with high levels of uncertainty
- As a part of a package of personal or professional development
- As a means of remedial support for when things need to be change
You will have more reasons you could add to this list, but you understand where I am headed.
One observation I would make is that for many, the catalyst for engaging a coach comes as a result of a specific need that has been identified. A reaction, if you will… this is absolutely fine & I imagine provides much of the work that many of us as coaches do.
My provocation would be this – the best time to look for a new idea or new thinking is before you need it & whilst it is well known that the clarity of desperation can bring very helpful insight, it is not always an ideal place from which to start. The good news is, we as coaches can comfortably work in both domains – that is what we train for.
So, what is my point? If I were a senior leader or board level executive again, I would insist on having a coach as part of the tools that helped me deliver in my role. I was fortunate to work with five coaches during my career, each of them with a different approach that was right for what I needed at that moment. I would go as far to say during those periods & without their guidance & support I would not have been able to do the roles I did. At times, they quite literally kept me in the game & helped me create the space do my best for the teams I led & the people I served.
So, if you want the benefit of a Cathy, a Malcolm, a Liz, a Tara or a Dawn (the five coaching heroes from my career) – but things are currently going well – now is absolutely the right time to give some thought to finding a coach who can best support you to build upon this position & stay there.
If you want to talk some more about how I could support your career journey through coaching, contact me at rupert@strongerhumans.com.
#coaching #strongerhumans
