I believe that in an alarming number of situations, executive coaches who lack rigorous psychological training do more harm than good. Over the past 15 years, it has become increasingly popular to hire coaches for promising executives. Although some of these trainers come from the world of psychology, most of them are former athletes, lawyers, business academics and consultants. Without a doubt, these people help executives improve their performance in many areas.
But I want to tell a different story. Because of their background and biases, they minimize or simply ignore deep-seated psychological problems that they don't understand. Even more worrying is that when an executive's problems stem from undetected or ignored psychological difficulties, coaching can worsen a bad situation. In my opinion, the solution usually lies in addressing unconscious conflicts when the symptoms that afflict an executive are persistent or serious.
Executive coaching is not some kind of corrective service for people with low or low performance, quite the contrary. Instead, it is specifically designed for high performers and for those who maintain high standards of success and want to operate to their fullest potential. And while there is no prescribed training that is best suited to this type of work, there is an ideal temperament. Take advantage of peer-to-peer counseling group counseling, individual executive training, industry networks, exclusive events, and more.
An executive coach challenges in a “care-oriented” way and guides the leader through difficult decisions and situations. He was obsessed that the leadership style he had developed belonged to his coach, not to him, and he was afraid that he would be denounced as a fraud. For example, a coach who trains executives to improve their strategic planning skills doesn't need to be a psychiatrist. Both executive coaches and executive advisors add institutional and leadership value when it comes to getting results, but they take different approaches and use different processes to get people to that level.
As a personal and executive trainer, I help people get to a place where they fully align with their purpose so that their work and life are easy and success becomes inevitable. And a good number of questions also come from current executives and management consultants who want to develop training skills in order to better perform as supervisors or managers. Garvin was under control during this difficult time, so he skipped the usual steps and sought the services of an executive coach on his own. You don't want to do all the work to get clients and then disappoint them because you're doing coaching work with them, but they expected someone to quickly give them answers, develop solutions, and maybe even direct the project's work.
Unfortunately, wrong training ignores and even creates deep-seated psychological problems that, often, only psychotherapy can solve. The people you train will expect you to provide them with a safe space to learn and grow and, at the same time, hold them accountable for achieving their goals. Even if you sometimes tend to change the word consulting for the word advice, you would be wrong to do the same with coaching. The Coaching Institute provides good guidance on how to start pricing your training services and describes five different types of pricing models.
If you decide that you want to add coaching as a side job or, in fact, develop a successful career as an executive coach, you'll need to define a pricing model for your company. The executive coach process is designed to help clients achieve results by changing behavior and developing the skills, thinking, and competencies necessary for success. In the field of executive coaching, you can expect to work primarily with senior executives, directors and managers from various public and private entities. .