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There has been a remarkable surge over the past few years in executive coaching. Why are organisations finding this approach so effective and so timely for developing the skills of key managers? At Cameron Change Consultancy we see that there are several key reasons:
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Increasing pressure
Executive jobs involve more emphasis on deadlines and cost, more time spent travelling and more personal visibility than ever before. Managers are under a lot of pressure and need help with immediate issues. Executive Coaching is a truly flexible development option.
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Increasing complexity
Management jobs are becoming much more complex. Externally, the competitive market place is now global and involves many more players. Internally, organisations are acquiring and merging at a high rate. There is a lot of change and a lot of change management to cope with, and a lot of ambiguity to handle. Executive Coaching helps managers to make sense of the context.
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Nobody around to learn from!
Coaching and mentoring by the boss, or by close colleagues has all but disappeared due to busy schedules and widely distributed geographies. Executive Coaching is filling that void.
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Theory without action
Management training exposes managers to the relevant theory, but the theory does not always get translated into real action. Once you leave the training room, the good intentions start to fade. Executive Coaching helps managers to stick to their goals.
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In a series of intensive one to one sessions with an experienced Cameron Change Consultancy executive coach, managers have the opportunity to:
- Work on current change management or leadership dilemmas
- Become more creative about solving problems and grasping opportunities
- Learn how to become change leaders
- Gain increased awareness of their own behaviour, and how that helps or hinders others
- Increase their capacity to influence others
- Work on the skills necessary to succeed as a leader in your organisation
- Learns about change management
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"Directors need to relate well to each other. For one thing, mistrust creates friction and wastes time. And if directors talk to each other, so do the people who work for them."
............................ Director Magazine, 2002
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