A Future in Executive Coaching
Industrial- Organizational Psychology PSY 8310
Prof. Liz Koman
Organizations recognize the value of on-the-job developmental relationships as important sources of managerial learning and career development. These relationships can be informal or formal and can take various forms, including one-on-one mentoring, peer coaching, team coaching and executive coaching. As one type of formal developmental relationship, executive coaching can be defined as a short term relationship between an executive and a consultant that is created to achieve specific, mutually agreed upon performance goals. An Industrial Organizational Psychologist (I/O psychologist) is one example of a trained professional who can render executive coaching. Executive Coaching involves a coaching professional working environment with a client to reach a specific goal in organization development as well. There are foundational theories that can be related to executive coaching and I/O psychology. As an Executive coach one is expected to be highly competent in order to guide another effectively. Proficiency in areas such as: listening, creativity, trust, background in psychology, and business experience can greatly add value to the skills of an executive coach. Becoming an executive coach can be a tedious process which requires the ability to evaluate one’s own current efficiency and take steps towards greatly enhancing them so that personal skills as an executive coach can be seen as an asset to all organizations.
A Future in Executive Coaching
Executive development is an important aspect of all organizations. Executive coaching is one of the recent approaches to executive development. Coaching is distinct from other forms of training in that it focuses on the method of learning. Under a coaching model, it is believed “that the more an individual is involved in identifying problems, in working out and applying solutions for them and reviewing the results, the more complete and long lasting the learning is. This form of self-learning tends to bring about learning with a deeper understanding than learning that is taught”(Redshaw, 2000. p. 106). Coaching is best described as facilitating. The coach encourages the learner to learn for themselves as well as acquire new job competencies, the learner on the other hand gradually develops new and more effective learning skills while becoming a proactive learner that is capable of learning from almost any experience encountered (Redshaw, 2000, p. 107). Executive coaching is defined as a helping relationship that has been formed between a client who has managerial authority and responsibility within an organization, and a consultant (Thach & Heinselman, 1999). Executive coaching has also been defined as an intensive, short-term process that helps executives address behavior or issues that are impeding their own job effectiveness (Koonce, 1994). Often a wide variety of behavioral techniques and methods are used to assist the client in achieving a mutually identified set of goals to improve his or her professional performance and organization effectiveness within a formally defined coaching agreement. According to Thach and Heinselman (1999) executive coaches that are deemed to be the most beneficial should have experience coaching executives, and experience with using and debriefing multiple 360 instruments. Selected coaches must also be familiar with development in the given industry and be able to be tough and confrontational in a supportive way, lastly they must respect and support confidentiality (p. 38). Industrial- Organizational psychology is the study of human cognition and behavior of an employee at work. The mission of the psychologist in this field has a dual capacity, to improve employee well-being and organizational effectiveness through research and practice. The role every manager must fill in the workplace is leadership. Managers often make the mistake...
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