Executive coaching is a growing industry with just over $3 Billion dollars made in the previous year in the United States alone. Although it may vary from company to company the cost of a Coach may cost as much as up to $450 an hour for the services rendered with commitments of up to 6 to 12 months. Leading instructional rounds are the best solution for the counselling you may need.
In layman s terms, a Coach focuses on the organisational performance of any company and or its development. This particular service is rendered through a four-step procedure that distinguishes it from other employees. Firstly, through a holistic approach, followed by a deep behavioural insight that leads to an active involvement of the top tier corporate executive structure and lastly a sustained relationship with the Coach.
In order to be an Executive Coach, one needs to hail from an experience-based position as this is something that cannot simply be taught at a tertiary institution. Most Coaches hail from a Human Resources, Executive or even Therapy based background. And although the field is not accredited, certification is often obtained from the international Coaching Association.
The ways in which Coaches do their work vary from place to place but the core tenants of their work remain the same and include an assessment phase where Coaches are able to observe what is going on in order to pinpoint key areas that require work. From there, a Coach will move onto the developmental planning phase where they try to correct these wrongs and once this goal has been achieved and the error ones areas are negated, they can end their commitment to that organisation.
The job of the Coach is often administered through knowledge and with due time, experience but the staple of their livelihood comes from behavioural assessments and confidential interviews.
Of course, it does not end there because there are many kinds of coaching available at the Executive Managers disposal to assist an organisation with any of the problems it may face. This may include developmental coaching, executive coaching as well as team coaching. It all boils down to the needs of the/a company and the objectives desired.
Because Coaches are key in rectifying wrongs in the communication chain between executives and their fellow employees, companies often seek out the help of an Executive Coach for newly promoted managers and executives so that they can be better integrated and suited to their new roles.
Coaching may bring about the misconception that it is an occupation built upon consultation and therapy and for some but a few the former is true. But Executive Coaching is much more than that primarily due to the fact that Coaches look after if not nurture the top tier talent within an organisations management structure rather than advising them on what to do. And as a result, this allows for a corporate advantage between one company over another due to the work of an Executive Coach as a real investment for the future of their business.
In layman s terms, a Coach focuses on the organisational performance of any company and or its development. This particular service is rendered through a four-step procedure that distinguishes it from other employees. Firstly, through a holistic approach, followed by a deep behavioural insight that leads to an active involvement of the top tier corporate executive structure and lastly a sustained relationship with the Coach.
In order to be an Executive Coach, one needs to hail from an experience-based position as this is something that cannot simply be taught at a tertiary institution. Most Coaches hail from a Human Resources, Executive or even Therapy based background. And although the field is not accredited, certification is often obtained from the international Coaching Association.
The ways in which Coaches do their work vary from place to place but the core tenants of their work remain the same and include an assessment phase where Coaches are able to observe what is going on in order to pinpoint key areas that require work. From there, a Coach will move onto the developmental planning phase where they try to correct these wrongs and once this goal has been achieved and the error ones areas are negated, they can end their commitment to that organisation.
The job of the Coach is often administered through knowledge and with due time, experience but the staple of their livelihood comes from behavioural assessments and confidential interviews.
Of course, it does not end there because there are many kinds of coaching available at the Executive Managers disposal to assist an organisation with any of the problems it may face. This may include developmental coaching, executive coaching as well as team coaching. It all boils down to the needs of the/a company and the objectives desired.
Because Coaches are key in rectifying wrongs in the communication chain between executives and their fellow employees, companies often seek out the help of an Executive Coach for newly promoted managers and executives so that they can be better integrated and suited to their new roles.
Coaching may bring about the misconception that it is an occupation built upon consultation and therapy and for some but a few the former is true. But Executive Coaching is much more than that primarily due to the fact that Coaches look after if not nurture the top tier talent within an organisations management structure rather than advising them on what to do. And as a result, this allows for a corporate advantage between one company over another due to the work of an Executive Coach as a real investment for the future of their business.
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