What is Executive Coaching really like?
This blog article is about my thoughts on Executive Coaching. I reflect on coaching experiences and clients’ journeys and discuss the general idea of executive coaching. Welcome to read and think with me. Let’s start from the basics.
This year, I’ve had the privilege of working with exceptional leaders and managers through executive coaching. Their growth stories are not just inspiring but also proof of the empowering nature of executive coaching. It’s a tool that can support leadership in numerous ways. In this blog, I look at the topic from various angles: its impact on the individual, the diverse issues it can address, its implementation, and its implications for the community.
Executive coaching is often likened to a journey of personal growth that enhances strategic management skills, performance, and efficiency. It typically begins with themes such as leadership roles, navigating new challenges, managing change within the organization or teams, and improving communication effectiveness. Increasingly, it also focuses on strengthening resilience, potential, well-being, and private life. This emphasis on holistic personal growth can be truly inspiring and motivating – and true.
A holistic view on leadership
While executive coaching is a common term often used, it’s the individual’s unique situation, the specific coaching goals, and the personalized process that truly makes it ‘his or her own.’ This individualized approach is the essence of coaching, setting it apart from other management support processes. When the focus is squarely on the authentic leader and not on common goals and performances, then executive coaching truly shines. The unique challenge of executive coaching is to support the ‘perpetual mover of humanity,’ fostering better self-awareness, expanding systemic awareness of oneself, others, and circumstances, and enriching the perception of potential and possibilities. Executive coaching is all about nurturing bold authenticity!
Coaching often starts from a strength-based approach. Resource focus also means that the weaker areas of leadership experienced by oneself, and perhaps illustrated in various “360s,” are boldly examined. The so-called blind spots are illuminated, and their true story can be rewritten. Often behind them is a combination of genuine intention, a selection of learned means, and primary or primitive reactions under pressure. Leaders have them – as do all people. In courageous executive coaching, you encounter people with these signs as well.
Management is about situational awareness
In addition to profound observations, it is equally possible to check one’s “toolkit” for different management situations in executive coaching. What is my strategic thinking like – are there any pitfalls? What is my situational competence in meeting people and communicating – is it there, and “am I there too”? How do I make decisions and act in conflicts – can I distinguish between myself, others, the situation, and the necessary steps? How do I see the big picture, i.e., the forest from the trees – what values can I rely on? Even in these, every manager acts with humanly learned models and reactions despite, for example, extensive training or experience in their field.
To be heard and seen with permission
So, what does coaching mean to the manager himself? The most important thing a coach hears from an executive coachee is often to be heard and seen holistically, allowing time to think and weigh their thoughts. Another thing that usually comes true is to get confirmation and tools for various everyday experiments in the constant stream of events that often numb and lead to conventional solutions. The third relates to learning about communication, i.e., getting new tools or space to listen to yourself and others more carefully. I’ll mention the fourth one, which is to grasp the bigger picture, i.e., to get more perspective on life, work, and business, as well as oneself and the possibilities.
Executive coaching is always a confidential collaboration between a coachee and a coach. It’s a safe space where ‘everything is possible’ within the framework of a joint agreement. Coaching is often a dialogue, but the process also incorporates tested and proven thinking or functional tests, analytical tools, and creative methods. The goals are clear, but they can evolve along the way because executive coaching is highly reflective and iterative. The goals set at the beginning can open new dimensions during the process. In coaching, leaders and managers get the opportunity to be heard and seen comprehensively. The leader’s entire story, life, visions, and most daring fears are present. The most critical management tool is the leader can take over his thinking and himself.
The effect on the system
Executive coaching can support both experienced and newer managers. The goals and perspectives of coaching may differ, but management’s general needs are often shared. Professional executive coaches offer a versatile and different coverage of tools and approaches, so it is essential to check what kind of coaching is right for you and your situation. Most coaches offer introductions and a presentation of their tools before the actual process. You would also want to know the coach’s background and education level in executive coaching for expectations. Professional executive coaching follows high ethical codes in terms of skills and processes.
What is Executive Coaching really like?
It is goal-oriented, extensive, holistic, situation-related, creative and flexible! When considering coaching, you can ask yourself the following questions, for example – the coach will ask you these questions, too:
• What is my management situation now?
• To what issue do I look for new answers or questions in my management?
• What thing do I know or want to be able to develop in my management?
• How would I like to work with a management coach, and what do I expect from the coach?
• What kind of tools offered by coaching could I use in my management work?
• What do I not know about executive coaching, and what would I like to understand?
• When would I like to start?
• What would be my first goal?
Executive coaching can be expected to positively affect work-life balance and control, self-awareness, emotional awareness, management communication, conflict resolution, change management and leadership, sustainability of decision-making, efficiency and effectiveness of operations, diversity management, team ability, career development, creativity, coaching leadership model, resilience, and courage!
I wouldn’t dare make such a comprehensive statement unless the customers had reported precisely this, and the executive coaching research confirmed it. Everyone naturally gets stronger in some area, particularly whatever the goal. This invites you to leverage executive coaching to enhance your leadership and your mission’s success!
Tuuli Kirsikka
tuulikirsikka@thewind.fi
https://www.linkedin.com/in/tuulikirsikka/
Thewind Coaching Company | Lift people and business
About: Tuuli Kirsikka Pirttiaho, Executive, Leadership, Communication, Stress-Balance Coach, CEO and Head Coach of Thewind Oy, PCC Professional Certified Coach ICF, CPCC Certified Professional Co-Active Coach, PQ Positive Intelligence Coach, PCEC Professional Certified Executive Coach Henley, being trained MSc. in Coaching and Behavioral Change Henley (2023-2025). ICF Finland Chapter, Vice President, President-Elect. More than 35 years of experience in management, coaching, and entrepreneurship. Hundreds of projects and customers. More than 3,000 certified coaching hours.