Cathy Liska Executive Coaching is a top topic in the corporate space. It is cited as the organizational development tool of choice, and it is often the first go to option for talent retention, maximizing leadership, and change management. The research on ROI provides incredible numbers in terms of value.
What does all of this really mean?
For organizations, coaches are sought to support leaders, individual contributors, and teams alike in a multitude of ways including:
- Leadership β grooming new leaders, enhancing current leaders, or refining leadership approaches and skill
- Talent β developing and retaining high potential employees plus developing employees throughout the organization
- Strategy Development β serving as a sounding board and then challenging plus expanding thinking
- Change Management β exploring all aspects of the change and how to most effectively communicate and manage it
- Transition β defining the objectives and effectively planning achievement
- Skill Development β focusing on which skills will best serveΒ then specifically honing
- Engagement β inviting full employee participation for their ownership in the work and in the outcomes
- Productivity β motivating the maximum effort and celebrating the outcomes
For coaches engaged in the profession, the second fastest growing profession in the world, coaching is an opportunity for meaningful work that supports the success of others. Specifically, coaching is positively and proactively about creating meaningful change. This means Executive Coaches have the privilege of partnering with clients as they explore possibilities, develop strategies, determine actions, follow through, and experience success.
Between the benefits for individual clients, their organizations, and meaningful work for the coach, an executive coaching engagement is a win / win / win proposition.
