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Executive Service Corps
of Chicago |
An Executive Coach May Be Your Answer!By Arnie Biondo, Executive Director, Carol Stream Park District and Marj Lundy, ESC Volunteer Consultant “It’s lonely at the top” is an old saying, familiar to us all. While not the constant state of mind of a person in charge, there are certainly times when an organizational or departmental leader feels very much alone -- times when a particular problem, issue, idea or concern for some reason cannot be discussed with colleagues and friends; or times when conversations with these folks, valuable as they may be, may become guarded or limited. Enter executive coaching. The use of an executive coach provides the lonely top dog with an unbiased and confidential forum for addressing persistent questions and concerns. It’s like having one’s own customized sounding board, providing a source of non-judgmental guidance. Executive coaching is a regular, continuing conversation between an executive and a trained consultant. Usually, the consultant has a broad and deep background in organizational management, dynamics, and behavior. The two meet, schedule periodic, regular coaching session dates, and set out on a six-month journey of delving into issues identified by the executive. The key to a good coaching relationship is compatibility between coach and coachee -- good chemistry bolstered by an assurance of complete confidentiality. The coach is a neutral person with broad experience who can help the coachee set and achieve reasonable, realistic goals. Listening and asking the right questions are the most essential coaching skills. To get the most out of coaching, a coachee must begin with self-reflection. It’s not uncommon, or wholly unjustified, for an executive to think he or she has all the answers. After all, would the board or the chief have hired him or her if that weren’t the case? There may be an inclination to think, “I’m the director… I have arrived… I give the orders. Man, it’s good to be running the show.” While acknowledging these feelings, the notion of omniscience must be set aside before taking on an executive coach. Even old dogs can learn new tricks. “Perhaps the best thing is that a coach doesn’t teach the new tricks,” says Arnie Biondo, Executive Director of the Carol Stream Park District. “Instead, the process of coaching helps the executive teach him or herself.” Answers aren’t given, nor does the coach solve problems. Rather, discussions enable the coachee to ask the right questions, consider alternatives, consult other sources, and come up with solutions. In talking through an issue, often the coachee will come to realizations that had just not been previously apparent. A good coach helps the executive define the problems or issues on which coaching sessions will focus. At the initial meeting, and in the first few weeks after, goals are set that will focus on the issue or issues of importance to the executive. Then the coach keeps the coachee on course. It’s all too easy to get distracted or allow more urgent, but less important, concerns to take precedence. Maintaining the focus makes coaching conversations and meetings productive and assures a successful outcome, one where goals are achieved and coachee effectiveness is increased. The coach may employee the use of a “Client Preparation Form.” This form helps to steer the periodic coaching conversations. It is a springboard for discussion with the executive answering questions such as the following:
While the coach is indispensable and invaluable, it is up to the coachee to carry out the plan and to pursue efforts to reach the goals. Like so many people, busy executives are not only wrestling with issues on the job. An effective coach will help explore how outside issues may be impacting the job-related goals. These could be family or health problems, involvement in volunteer efforts or long-term career goals. But remember, these types of issues are only discussed when the coachee chooses to pursue them. Coaches with Executive Service Corps (ESC) -- an organization which provides services to help nonprofits, schools, and governments improve their performance -- report that they gain as much from this process as do their coachees. According to several ESC coaches, seeing a person grow and become a more effective, confident person – and knowing that you’ve played a part in this – is incredibly rewarding. To learn more about executive coaching or to explore the possibility of engaging an ESC coach, contact Meg Herman, Manager, ESC Coaching Practice at 312-580-1840 x 320. To hear about the ESC coaching experience from a park district colleague, contact Arnie Biondo, at 630-784-6100. The Carol Stream Park District web site is www.csparks.org. |
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