“A coach is someone who tells you what you don’t want to hear, who has you see what you don’t want to see, so that you can be who you have always known you could be.” –Tom Landry

While there was a time when having an executive coach was viewed as a negative, those days are long gone.

Today, having a coach means that your organization sees value in you and wants you to become all you can be. Much of our coaching practice is focused on helping leaders make the transition to more senior roles.

Executive coaches play four roles:

• First, a coach is a professional development expert in a specific discipline, such as leadership development, performance management or emotional intelligence, who provides guidance and insight.

• Second, a coach is a partner who challenges your thinking as a leader.

• Third, a coach is a confidant and trusted advisor.

• Fourth, a coach is an objective outside resource.

We find that as coaching engagements progress, the roles tend to shift some, but very often, we’ll play all four of these roles at one time or another for a client.

Examples of the events that prompt the desire for a coach include:

• A significant new challenge. Perhaps your organization’s VP of Sales for the past 10 years has been named President and COO with a shot at CEO if all goes well.  Providing some support during the transition can make all the difference.

• Identification as a High Potential. High Potentials often have an edge to two that needs smoothing if they are to succeed, and they also need to begin to develop some competencies or practices that may not yet have been tested but will become important in the near future.

• Moving to a new organization with a different culture.  Often an executive coach with knowledge of corporate cultures can help make that transition a success.

• Promotion to a leadership role. It’s probably the toughest transition anyone makes, but some coaching support at the right time can dramatically increase chances for success.

• New team, new leadership, or new direction.  Depending on circumstances all these can be tough, and coaching support can smooth things out.

Every coaching engagement is different, and since each requires good coach-learner chemistry, we offer a no obligation intake interview. At the end of the initial 1- or 2-hour meeting, if either party feels it’s just not the right combination, or isn’t confident about moving forward, no professional fees are due.  We often include both 360-degree feedback and Myers Briggs Type Indicator (MBTI) assessment as part of executive coaching, but neither is required, since each situation is unique.   

If you’ve been thinking it might be time to bring in an executive coach, either for yourself, or for someone else in your organization, let’s talk.

Phone: 770-500-5815
Email:  Clarke@AtlantaLeadership.com