Executive Coaching Summary

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Summary

The authors of this article focus on the topic of executive coaching which is continually being seen as important to leadership development programs and presenting a model to address cognitive and contextual coaching.The authors of the article discuss five major challenges of executive coaching. Coaching is described as needing a wide range of skills and behaviors while being flexible. The purpose of executive coaching is mentioned as primarily utilizing discussion to diagnose, analyze and address problems and issues informed of through form of data gathering techniques. The goal is for the outcome of this process to gain further knowledge about how to perform better in their role. Next the process of face to face coaching is described …show more content…

The coach can reach out to the employee to set up further dates. Also, twenty five principles of coaching are mentioned, the principle “confidentiality” is emphasized on. Some organizations keep the records of the coaching sessions while others do not. Next in regards to long-term coaching, a list of follow up questions are mentioned for when the coach can ask how the coaching is going. Through this process, the coach acts as a role model. Lastly, the authors mention the need for professionalism in the realm of coaching. The POISE method can help coaches prepare well, delver effectively, keep everything on track, dialogue, increase ROI through solid professionalism, and build lasting relationships. It is the hope of the authors that POISE can contribute further to molding future leaders (Verlander, …show more content…

Yet, an additional method could possibly be shown to better help the coach assess her or his emotional intelligence and self-awareness. Therefore, utilizing an additional emotional intelligence assessment for the coach preparation phase (that can prove to improve the ratio of coaches who are prepared and those who are not) could cast doubt on the assumption that the six questions mentioned on the top of page 11 are enough of an assessment. Assessments that could be used to test the assumption could be found from subject matter experts who created emotional intelligence assessments. To disconfirm the assumption, testing the top three emotional intelligence assessments (designed for coaching) to judge whether or not they assist in coaching preparation outcomes may be one route to

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