Tag: Executive Coaching

Jacoby: Don’t take advice from your career coach | Long Island Business News
In Brief:
- Coaching is about self-discovery, not handing out advice
- Advice creates dependency, while coaching builds ownership
- Job market challenges include AI job losses and slower hiring
- Real coaching equips professionals to navigate uncertainty
I was teaching a leadership class about professionalism and accountability recently when one of the participants said something that made me cringe: “I was prepping for one of these difficult conversations and my coach gave me some advice.”

Coaches hear this all the time. And every time I do, I know we still have work to do in setting the record straight. Because here’s the hard truth: if your “coach” is giving you advice, you don’t have a coach. You have a consultant, a mentor, or maybe even just a cheerleader. Coaching is something entirely different—and far more powerful.

The most common misconception about coaching is that it’s about getting quick fixes or a ready-made game plan. I understand why people fall into that trap. Advice is easy to give and easy to take. It scratches the itch for certainty in an uncertain world. But advice is a shortcut—and like most shortcuts, it rarely takes you where you really want to go.

Coaching, by contrast, isn’t about handing over answers. It’s about creating a space where you—the client—do the hard work of self-discovery. The coach’s job is to push, probe, question and reflect until you uncover what you already know and what you really want. Then you own the meaning, the decisions and the consequences. That’s where real growth happens.

Let’s be clear: When a coach starts dishing out advice, they’ve hijacked the process. Ownership shifts from client to coach. And when things go wrong—as they inevitably do—guess who’s stuck holding the bag? Not the coach. You are. That’s not coaching; that’s dependency disguised as support.

This distinction matters more than ever in today’s job market. We’re in a strange, contradictory moment. On one hand, the July 2025 jobs report shows unemployment steady at 4.2%, with 7.2 million people jobless, according to the U.S. Bureau of Labor Statistics. However, companies are quietly pumping the brakes. Nearly one in five U.S. employers now say they’ll slow hiring in the second half of 2025—almost double last year’s rate, per the Wall Street Journal. The average job search is dragging out to 24 weeks. That’s six months of applications, interviews, ghosting and waiting.

And then there’s the AI wildcard. A Stanford study shows a brutal 16% employment drop among 22- to 25-year-olds in AI-impacted sectors like software and customer support since late 2022. Entry-level jobs—the very rungs young professionals need to climb—are evaporating. No wonder 71% of Americans now believe AI will cause permanent unemployment for many (Times of India).

So yes, it’s tempting to grab at advice. “Tell me the magic words for my résumé.” “Tell me how to ace the interview.” “Tell me how to survive an AI-driven hiring process.” The problem is, that advice is usually recycled, generic and context-free. What worked for someone else probably won’t work for you, because your career, your goals and your circumstances aren’t theirs.

This is why real coaching matters. A coach doesn’t hand you an instruction manual—they force you to write your own. They’ll ask: “What strengths do you want an employer to see in you?” or “If success were guaranteed, what would you try?” Those questions don’t give you the answer; they unlock your answer.

That’s the difference between a quick fix and a transformation. When you find the solution yourself, you’re not just more committed to it—you’re better equipped to replicate the process the next time you face uncertainty. In a labor market that’s shifting under our feet, that’s not just helpful. It’s survival.

So here’s the blunt advice—ironically—that I’ll offer: if your coach is giving you advice, stop them. Instead, say: “I don’t want your solution; I want help finding mine.” Better yet, hash this out before you even start the relationship. The best coaches will welcome it. If they don’t? Walk away.

Coaching isn’t easy. It can feel frustrating, uncomfortable, even messy. But if you’re serious about navigating today’s chaotic job market—whether you’re 22 and fighting for your first role, or 52 and reinventing yourself—you don’t need someone else’s roadmap. You need to build your own.

That’s the essence of coaching. And in this economy, it’s a lot more valuable than advice.

Nancy Jacoby is a professional executive coach with clients in New York City and on Long Island.
Opinion

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August 28, 2025
Hina Khan on how to escape habits that get in the way of success – MoneySense

Who are your money heroes?

My money hero is my dear friend Bob Proctor. I met him in 2014, and—because we lived in the same city—we became friends. He became one of my greatest mentors. The celebrated self-help author and lecturer, who had only one month of high-school education, taught me so much about money. I understood what money truly is, the law of compensation and so much more.

The law of compensation has three parts: the need for what you do, your ability to do it and the difficulty there is in replacing you. The part that an individual needs to focus on is the second part: your ability to do it, and getting better at what you do. This is why I tell people it is important to get your reps in. I am forever learning and growing and getting more effective at what I do.

How do you like to spend your free time?

I have changed my relationship to time and I don’t think of having “free time.” I think in terms of activities and being present. For example, I love writing on the weekend. Some may look at that and say I should not be working on the weekend. But for me, it doesn’t feel like that. It is simply time. We all get the same amount, and it can’t be managed. We can manage our activities, and that is what I focus on. I have a lot of space in my calendar that might be considered free time but I don’t look at it that way. So, I have no need to fill it.

Perhaps it is like this: All of my time is free time. I have the freedom to choose how I will spend the time.

If money were no object, what would you be doing right now?

I am so grateful to say I would be doing exactly what I am doing now. Every week, Monday to Friday, I run The Rise calls. These calls are from 6 a.m. to 7 a.m. EST. We start with writing our goal and then some teaching. These calls create a peak state for my clients, which they then carry with them throughout the day.

When I talk about a peak state, I mean they are connected to their goal and what they want to create. It is not about working hard; it is the opposite. They are focused to they can create their day based on the clarity of their goal and it fuels them for the day. They have order in their mind. They are not starting the day in a reactive state.

I often say my clients get more done by 10 a.m. than most people do in an eight-hour day. When you control your mornings, you control your day. And that is one of the reasons our clients are incredibly successful. Regardless of my finances, I would be setting my alarm to do these calls.

What was your first memory about money?

This is such a great question. I think my early memories around money were that it caused tension. It was a source of conflict in our home. I think that created a belief that money was not good, that it led to conflict, that it created complications and could damage relationships. The impact that had was in my revenue. Raising prices and receiving money used to be difficult for me. And that is not a great thing when you are an entrepreneur.

MoneySense Editors

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July 24, 2024
How to Cultivate an Executive Presence That Persuades and Inspires | Entrepreneur

Opinions expressed by Entrepreneur contributors are their own.

Throughout my career, when I’m mentoring, coaching or providing career development feedback to business leaders, the one leadership skillset that most frequently comes up as a growth opportunity is developing ‘executive presence.’ While honing your executive presence can be a key factor in your career growth and the competency many leaders frequently need to refine, what exactly does executive presence require? How do you define it, how do you know when you have it, and what can you do to improve it?

The problem with executive presence is that it’s like the old definition of art — you know it when you see it — but you can’t necessarily articulate just what “it” is. It’s difficult, if not impossible, to improve upon it if you don’t have a clear definition, so here’s how I see this.

For me, executive presence is the total combined manner by which an executive “shows up” for the job of leadership. It’s that unique combination of skills, style, actions and reactions in service to the goal of leading your employees forward and driving organizational results. As John Quincy Adams put it, “if your actions inspire others to dream more, learn more, do more and become more, you are a leader.”

The reason executive presence can feel so elusive is because it’s not a singular concept of presence. Instead, it’s how you show meaning and authenticity. It’s not just what you wear or how you communicate — it’s the combination of everything that determines how people view you as a leader and why they look to you for direction.

Related: How Executive Coaching Can Help You Level Up Your Organization

Nurturing your results and reputation

To perfect your executive presence, the first step is to earn a reputation for being great at what you do. While this is probably self-explanatory for many of you, I’ve found that being excellent in your role is the biggest determinant of how much executive presence you have.

This is because people notice you for the right reasons when you’re skilled at your work. Consistently achieving stellar results is the foundation for all other executive presence traits. When you excel, you’re in the ideal position to be an inspiring and selfless leader because it allows you to build trust with those around you.

Something I’ve noticed about people who consistently deliver results is that they all have reliability in common. I used the phrase “done done” when consulting to gauge reliability. When something was “done done,” it didn’t need edits and comments. It was zipped up and ready to go. Producing “done done” results is the highest form of reliability. When you, as a leader, can achieve this consistently, it’s invaluable for your reputation of reliability.

Related: 10 Indirect Things We Get Judged On — How Do You Shape up?

Helping others take action

As executives, we’re paid to look to the future. That means it’s up to us to empower our teams to get us closer to our goals. Our teams will look to us for guidance and behaviors they should model, so our actions must demonstrate how they can serve the broader organization.

One of the biggest keys to driving action is the ability to ask the right questions. Questions should always be insightful, probing and open-ended, with the goal of letting the team provide input in an open forum. For instance, what processes are failing, and where can we improve operations? What’s our next strategic goal to move the business forward? What techniques can I adopt as a leader to set the best example, and what strategies do I need to deploy to help my teams evolve? Asking thoughtful questions can also prevent you from making rash decisions before getting the full picture, saving you and your team precious time down the road.

To help inspire action and convey understanding, leaders need to be able to summarize a situation effectively. Executives should be able to be concise, with the goal of orienting everyone to the company’s desired outcomes, communicating the purpose of those outcomes and articulating their impact on the future. Your ability to summarize thoroughly and succinctly is where your sense of executive presence can really shine.

Perfecting your communication

Communication is probably top of mind when you think of executive presence. Whenever you address others, choosing your words carefully is crucial.

I am personally inspired by what author Kim Scott calls “radical candor” to describe communication in the context of executive presence. Essentially, this is the ability to say what needs to be said, not what you think ought to be said. I’m not saying you should berate an employee in a meeting or allow your staff to disrespect their colleagues. You need to ensure that people can express frank opinions, highlight when something doesn’t make sense, and know they can own a mistake without impacting their office’s reputation.

To discern what needs to be said versus what you could say, ask yourself if your thoughts are in service to the goals you’re working toward. We all get frustrated at times, but your words always need to be helpful and actionable for the people in the room with you and the company overall — radical candor ties in with the humility to respectfully speak the truth while also listening to other opinions.

Sharing the credit

I want to touch on one more aspect: the importance of giving your teams as much credit as possible while resisting the urge to believe your hard work drove all the success. Leaders who adopt an others-first mentality almost always separate themselves from leaders who focus more on their own scorecard. Becoming a better leader starts with putting your employees first. People need to be recognized for their contributions to create an engaging and fulfilling workplace.

Executive presence isn’t just how you appear in the meeting room — it’s how you present yourself daily. Executive presence encompasses expertise, action, and communication beyond the boardroom walls. Consistent results, collaborative action through insightful inquiry and communicating with radical candor and humility convey a sense of presence. Truthfully, there’s no magic to it. It all comes down to doing careful work and compellingly articulating yourself.

As you strive to refine your executive presence, remember it’s not a destination but a continuous journey of self-improvement and authenticity. If we can learn to show up with more executive presence, we can pave the way for our personal growth and for the success of our teams and organizations as we shape a future where leadership thrives, and excellence prevails.

David Roberts

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September 15, 2023
7 Reasons Why Everyone Needs a Business Coach | Entrepreneur

Opinions expressed by Entrepreneur contributors are their own.

I’ve been singing the praises of business coaches for a long time because I’ve seen the direct impact they can have on personal development and business growth. In fact, I’ve had the same coach for 12 years and cannot overstate the value this relationship has added to my journey as an entrepreneur and CEO.

If you own a business but are on the fence about getting a business coach, keep reading. Here are seven reasons I feel a coach is crucial for every entrepreneur.

1. A good business coach helps inform your strategy

As your company’s founder, you clearly have some experience, either in your industry, your role or both. But no matter how much experience you have, you can benefit from more. Since there’s a limit to how many businesses we can create, grow and exit in a single lifetime, the best way to gain another lifetime of experience is to draw on someone else’s.

When you choose a business coach who either has firsthand experience doing what you’re trying to do or has empowered others to succeed on the same path you’re on, you’ll get insider access to their knowledge and strategic guidance.

Related: How Hiring a Business Coach Will Transform Your Entrepreneurial Journey

2. They help you identify your strengths and weaknesses

The best business coaches see you for who you really are, both in the areas where you shine and the areas where you need extra help. They’ll work with you to create a plan to double down on your strongest traits and to find ways not to let the weakest ones encumber you.

For example, maybe you’re a visionary who dreams about product enhancements and big-picture trajectories. You’ll be well served to have a partner who knows how to get in the weeds of daily management and tactical execution so you can actually bring your ideas to life. A seasoned business coach will be able to recognize the need for such synergy and advise you to hire someone who will complement your skill set in the most beneficial way possible.

Related: 4 Reasons Why Every Entrepreneur Should Have a Business Coach

3. Business coaches fill a unique and necessary role

One of the most important criteria when choosing a coach is to choose someone with no financial stake in the business. They also shouldn’t be related to you or have a vested interest in the business for any reason. This keeps your coach unbiased and working solely for the company’s good, which is a refreshing — and essential — need in a growing organization.

If you’re only surrounded by family members who love you, friends who cheer you on and employees who are largely “yes people” because you hold the power of their paycheck, you need someone with an authoritative, insightful and neutral voice.

4. They’re not afraid to challenge you

Along the same lines as the point above, a business coach can and should regularly challenge you. Even if it feels more harmonious to work with people who share your vision and are on board with your plans, it’s helpful to have someone in the role of constructive dissenter.

This doesn’t mean they’re a constant contrarian, but it does mean they apply a critical lens to every major decision you make. If it’s unclear why you’re going in a certain direction or they see danger ahead, they’ll challenge you on your choices. This might not be what you want, but I can attest that it’s often what you need.

Related: If You Haven’t Hired a Business Coach, You’re Holding Yourself Back

5. A business coach is prepared to hold you accountable

You might be a solopreneur or in a partnership. Either way, who makes sure you hold up your end of the bargain when it comes to your duties in the business? For many entrepreneurs, the answer is no one. You’re just doing your best to survive in the sea of responsibilities you find yourself in every day. Of course, some tasks will get pushed to the back burner, which is ok if you’re not deprioritizing the things that matter.

A business coach is likely the only person who will feel comfortable speaking up if you’re not following through on your commitments. Even if you are, they can check in to ensure you have what you need to be successful and have a sounding board if necessary. Accountability is huge, and a business coach is the best way for entrepreneurs to ensure they have it.

Related: 9 Qualities You Need to Look for in a Business Coach

6. They’ll make you better

Let me ask you something: do you need improvements, or does your business need improvements? Most owners will readily raise their hand when asked if their business needs to be improved, but few want to admit to their own shortcomings. Many even fail to see the connection between their own issues and the business — but they’re entirely interrelated.

Business coaches should not only point out your flaws but should also encourage you to face up to them. Sound uncomfortable? It certainly can be. No one wants to hear that their leadership style is coming across as dictatorial or that they’re choosing a conservative go-to-market strategy that’s all wrong simply because of fear. But the health and future of the business depend on you being aware of your shortcomings and then working to change them. In other words, the growth of the business starts with your own growth, and a business coach will help you achieve both.

7. Great business coaches will unlock your business’s full potential

Combine all of the reasons listed here, and what do you get? An organization that is poised to improve and thrive. Without a coach, you may still get far. You might even do great things. But with a coach, your potential and your business’ potential will have significantly greater odds of soaring.

I’m not exaggerating when I say my coach helped me through some of the most turbulent times in my business or that I would not be where I am today if it hadn’t been for his guidance and influence. I want you to experience the same. If you’re a serious entrepreneur, you need a business coach; it really is that simple.

Clate Mask

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April 27, 2023
Pros And Cons Of Leadership Coaching: Is It Right For You Or Your Company? | Entrepreneur
Opinions expressed by Entrepreneur contributors are their own.
Leadership is an important skill, even if you aren’t in an active leadership role. Regardless of what level you are at your company, there will be times you will need to lean on your leadership skills to get you through various projects or situations. What we know for certain about leadership is that everyone is still a student of it and constantly learning how to become better. We often think executives and senior staff have mastered the craft; in reality, they are always learning too.

One tactic to get better is leadership coaching. There has been much debate on its effectiveness, but it all comes down to the context of the business and the coach trying to help. Here is a guide to help you and your workplace if you are considering getting a leadership coach.

What is leadership coaching?

Leadership coaching is a method of teaching to enhance the leadership skills and abilities of executives within a business or organization.

Related: What True Leadership Is All About

A results-oriented approach to giving transformational innovation to the firm is the proven outcome of having clever coaching examples and efforts. Whether you are a senior leader, an executive, or someone with a lot of potential, there are many avenues to approach leadership coaching. But, all of it should be for improving your career and performance as a leader.

How does leadership coaching benefit you?

Leadership coaching has been proven, thanks to studies within behavioral science. It is considered one of the best ways to create and develop better leaders.

There are three things to know about leadership coaching:
- First, it is extremely personalized. It gives the one being coached lots of ownership and accountability over the entire procedure and where it ends up.
- Second, the personalization of the process makes it applicable to all problems during the learning sessions and to use those lessons in the workplace.
- Third, coaching allows for sustainable education and a change in behavior.
Leadership coaching provides a place to address processing emotions like stress and fear. Learning to deal with and utilize these emotions is key to creating a better leader.

Related: The 7 Things to Look For in a Leadership Development Coach

What does leadership coaching do for companies?

Leadership coaching is essential to the continuation of companies. Especially today in the modern age with how fast-paced and competitive it is.

A leader needs to use many skills to do their job well. This includes:
- Set clear goals
- Organization
- Be the motivation for employees and team members
- Adapt to rapidly changing occurrences
And that’s just on a slow day! There is still a great need for a wide variety of different abilities. Having that guidance is what gets leaders to feel empowered and to maximize their potential.

To create the next leaders of not just the company but of the next generation requires a leadership development program. In these programs, one can learn how to be a leader through one-on-one training focusing on key parts of the job. There are a variety of activities and exercises that are also used to help a leader become a better one.

What’s great about leadership coaching is that no leader is the same. When wannabe leaders go through these programs, they are learning how they want to personalize their leadership.

This then has leaders become more effective at work and completing their tasks. It also increases the quality of their style of leadership.

The challenges of leadership programs

It is an expensive industry, over $14 billion, according to Under30CEO. However, it has become clear that there are several issues. These include:
- Leadership programs are not that effective
- The leadership programs are expensive at the scale that they are.
- Many programs are not for leaders at different leaders. For example, senior leaders, next-generation leaders, and new leaders.
It is believed that a lack of context, application to the real world, inadequate measurable results, omission of mid-level executives, and even one-on-one coaching have mild success.

Conclusion

Every place you work will have a different leadership and coaching approach. How you approach the matter is up to you. Remember, you get what you take from it.

If you don’t think your business’s leadership programs are inadequate, use online resources to find more like-minded people, such as yourself, for the answers you seek.
Under30CEO

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March 20, 2023
How to Give Your Coaching Clients What They Need Most | Entrepreneur
Opinions expressed by Entrepreneur contributors are their own.
With technology increasingly pervading our daily lives, clients expect an optimized digital experience in all areas, including coaching.

Unfortunately, many coaching businesses still rely on outdated service delivery methods, leaving their clients frustrated with a suboptimal coaching experience.

In this article, we’ll explore what clients need most and how coaching businesses can meet those needs, mainly through adopting advanced service delivery platforms such as Profi.

Related: 4 Steps to Building a Successful Coaching Business

Understanding your coaching clients

For many clients, coaching is more than just a service; it’s a relationship built on trust and communication. They expect their coaches to have excellent communication skills, be empathetic and understanding, and provide them with personalized solutions.

Clients also want to feel empowered to achieve their goals and see progress through measurable results. They want to feel heard, understood and supported in their journey toward success.

For coaches, the key to success lies in being very niche-focused. Coaches can differentiate themselves from the competition by offering highly specialized services to attract and convert more clients and increase ticket size.

Hyper-personalization is also crucial in the coaching industry. By leveraging data and analytics, coaches can gather information on their clients’ goals, preferences and learning styles and use this information to deliver highly personalized coaching experiences.

Gathering feedback from current clients

Feedback provides coaches with valuable insights into their clients’ experiences and helps them understand what is working and what needs improvement.

Coaches must adopt a product-based mindset and think like product managers. They need to consider their coaching service as a product and continuously evaluate and improve it based on client feedback. However, gathering feedback can be a challenge for non-tech-equipped coaching service providers.

One way to gather feedback is to regularly ask clients how satisfied they are with their coaching experience. Coaches can use surveys, polls or questionnaires to collect feedback and track critical metrics.

By monitoring metrics such as client retention, client satisfaction and progress toward goals, coaches can understand their clients’ needs and tailor their coaching programs accordingly.

It’s also essential to test and optimize coaching services continually. By gathering data and analyzing results, coaches can improve their coaching programs and deliver better client results.

Related: How to Create an Endless Stream of Clients for Your Coaching Business

The most significant challenges to consider

Here are some critical challenges coaches must consider regarding service delivery:
1. Limitations of manual scheduling and form automation: Manual scheduling can be time-consuming and error-prone. Coaches may struggle to keep track of their clients’ schedules and availability, leading to missed appointments or scheduling conflicts.
2. Streamlining service delivery: Multiple coaches working with multiple clients must facilitate service delivery to provide a high-quality branded coaching experience consistently. Automating and managing client interactions can be challenging without the right tools and technology.
3. Low engagement that hinders meaningful progress: It can be difficult to activate and engage clients, especially cohorts of clients, if coaches are not tech-enabled. Low engagement can hinder progress, and clients may not see the desired results.
Coaches must leverage service delivery platforms to address these challenges and streamline their processes. It helps them save time and ensure a smooth coaching experience.

Meeting the needs of coaching clients

Here are some strategies coaches can use to meet the needs of their coaching clients:
- Automation: Coaches can streamline processes and automate forms, content notifications, billing and more to create a smooth coaching experience.
- Service delivery management system: Coaches can manage client interactions, track progress, monitor client engagement and deliver personalized coaching to each client using a centralized system.
- AI tools: Artificial Intelligence tools such as chatbots and virtual assistants can help coaches boost customer engagement and provide personalized client support. For example, a chatbot can help clients with quick questions or provide support outside coaching sessions.
- Self-serve micro-learning and practice: Coaches can promote self-serve micro-learning and practice tools to help clients develop skills and knowledge outside of coaching sessions. Micro-learning tools such as online courses, webinars and podcasts can help clients learn and grow at their own pace.
- Hybrid and group sessions: Hybrid coaching sessions that combine virtual and in-person sessions provide flexibility and efficiency. Additionally, group coaching sessions can provide a cost-effective way for coaches to work with multiple clients and provide personalized coaching in a group setting.
Implementing these strategies can help you provide a valuable coaching experience that promotes clients’ growth and development.

Related: How to Build an Audience That Craves Your Coaching

The key client experience trends

Here are some key trends that coaches need to remember:
1. Diversification of coaching and hyper-personalization: To meet client demand for specialized coaching experiences, coaches should diversify their offerings and focus on hyper-personalization. It involves expanding service options to include executive, leadership, career coaching and more.
2. Streamlined digital experience: To meet client expectations of a seamless coaching experience, coaches must employ technology to streamline their services and cater to each client’s unique needs.
3. On-demand reporting and secure platform: Clients expect a secure platform that facilitates service delivery and provides access to on-demand reporting to monitor their progress.
4. Less employee skepticism towards coaching: More employees recognize the value of coaching in their personal and professional development. As a result, they are more open to improving their skills, achieving their goals and advancing their careers.
5. Changes in coaching format and frequency: As technology advances and work culture changes, coaching takes various forms, including virtual, group and self-paced learning modules. Additionally, some coaches offer shorter, more frequent sessions to help clients achieve their goals more efficiently.
It’s a challenging but exciting time for the coaching industry, and coaches who embrace these trends are well-positioned to succeed in the future.

Coaches must adapt to evolving client needs and leverage technology for a convenient and engaging experience. They must also prioritize the human connection and provide personalized coaching tailored to each client. Staying informed and adaptable is key to providing valuable coaching experience that promotes growth and development.
Alina Trigubenko

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March 9, 2023
8 Ways Coaching — Whether It’s Business or Personal — Can Change Your Life
Opinions expressed by Entrepreneur contributors are their own.
If you are looking to ascend to another level personally or within your organization, you may want to consider working with a coach. But if you are unsure about how to find a coach or what to work on with a coach, here are some facts about coaching that may help you.

You may be wondering, “What does coaching mean, exactly?” Well, I’m glad you asked.

In the past 10+ years, coaching has gotten increasingly prevalent. Because of this, many different definitions of the term “coaching” have emerged. Many people first think of coaching in the form of sports, but today, there are several various types of coaching programs, therefore coaching can mean anything from the following:
- A process that provides an individual with feedback, insight and guidance on achieving their full potential in their business or personal life.
- The development of a range of appliable skills and abilities, or a model of communicating with others, which helps develop both parties.
- A professional relationship in which you work with a mentor to outline your options, set goals and create action plans to achieve these goals.
Let’s discuss two main types of coaching: life coaching and business coaching.

Related: How to Become a Coach That Makes a Real Difference

Five benefits of business coaching

A business coach is a mentor that focuses on improving a component of your company that may be struggling or an area you’d like to develop. This relationship and the conversations tend to be project-based with specific targets and metrics. A great business coach will outline a clear vision of success, and then fill in the steps to take to achieve the goal.
1. Team performance. The increase in performance is the primary benefit of corporate coaching. This develops the positive qualities of individuals and teams, and enables their use for the general good of the business. Therefore, corporate coaching in management significantly increases staff productivity.
2. Communication. A coaching session is a question-and-answer type of conversation, which provides value to both parties. This establishes an atmosphere of mutual respect and trust. When a business leader has a great coach, it will typically lead to better communication with their staff. Good interactions in the workplace pave the way for productive staff teamwork, whereas the rules and directions used for the characteristics of directive management are not as likely to bring about such positive changes.
3. Training and development. Training and development of staff are essential for any company. It allows employees to grow and improve their skills, which in turn increases efficiency and productivity. Coaching is one method of staff development that enables employees to learn and grow in their roles. Therefore, it is vital for management to create an environment that supports and encourages employee development.
4. Organization’s ability to adapt. Flexibility and adaptability are primary skills that business owners need to stay competitive in the modern digital age. That is why help through coaching is so vital for entrepreneurs today.
5. Staff morale. Coaching provides individuals with guidance to develop their potential, increase their self-esteem and improve their work quality. In today’s workforce, people are motivated to work of their own volition, not a constraint. By coaching employees, employers can create a more productive and efficient workforce.
Related: If You Haven’t Hired a Business Coach, You’re Holding Yourself Back

Three benefits of personal coaching

A personal coach, or life coach, is a mentor that will work with a mentee on improving areas of your life outside of business. The coaching sessions may include work on home life, friend and family relationships, or even well-being, such as mental and/or physical health. Some personal coaches even incorporate spiritual and religious guidance.
1. Improvements in personal interactions. The quality of one’s life is greatly improved when that person is emotionally satisfied. This is something that must be taken into account within ourselves. Having awareness and controlling our emotions well is not just for our own benefit but also is paramount in managing a team of employees. Proper coaching in your personal development can have a massive impact on improving all of our relationships, as well as motivating employees to do their best work by providing them with the emotional support they may be looking for in their job role.
2. Creative thinking. When you have a mentor, there comes along with it an increase in creativity because the coaching sessions uncover ideas we may not have had otherwise. This is one of the most important reasons why businesses should invest in coaching. Coaching creates an environment where the mentee feels comfortable running their thoughts and ideas by their coach. Those ideas are then evaluated and implemented to improve an area of need. One innovative idea can generate many more, making coaching a vital investment for any business.
3. Trust and confidence. Coaching helps people access hidden resources and potential. By creating an atmosphere of trust and confidence, coaches can help their clients discover inner resources they didn’t know about before. The coach’s questions reveal how the mentee will determine whether their goals are within reach. Coaching facilitates the development of a person’s internal compass, hence understanding how to achieve their goals becomes clear.
Related: Coaching: The Best-Kept Secret to Growing as an Entrepreneur

To summarize

Although we could talk at length about the benefits of coaching, it is a powerful tool that allows fantastic results to be achieved. Many high-performing business leaders will tell you the necessity of having a coach. By learning from a coach, you can then implement what you have learned, making it today’s most effective personnel management style.

Coaching is not a theory but rather a practice that is not difficult to master. To see its efficacy, try implementing coaching into your personal and organizational development. The results, even from the first attempt, are likely to be positive.

Regardless of what you decide to do with a coach, remember to keep it simple.
Brian McKittrick

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October 20, 2022
Why All Leaders Need Executive Coaching, Not Just a Mentor

Opinions expressed by Entrepreneur contributors are their own.

It’s not a secret; no one wants a boss. Over the last two decades, research has confirmed the No. 1 thing employees want from their manager is coaching. People want to work for someone who brings out the best in them. This was demonstrated at Google in 2008 and by Gallup in 2020.

In today’s work environment, the desire for personal growth and fulfillment is even more important, but as employee demands from the workplace have changed, manager capabilities have not. As employees climb the ranks, they find their way into management without necessarily learning the skills and techniques required to lead.

Many new managers turn to a trusted mentor such as a more experienced manager whom they wish to emulate. The problem is, being a mentor is voluntary and is based on lived experience.

Unlike mentors, executive coaches are tasked with improving the performance and capabilities of their clients as their day job.

There is a misconception that executive coaches are for managers who have done something wrong; they have poor communication or are not collaborative. While it’s true that an executive coach could support a difficult employee to become a better teammate, today, an executive coach is a proactive perk that can guide managers along their desired career path.

Here are six ways an executive coach can level up your organization.

Related: Why Does Coaching Matter for Entrepreneurs?

1. Give the people what they want

Working for a great mentor is up to chance, but having an executive coach is a guaranteed return. Executive coaches ensure that your managers’ desires for growth and fulfillment are being met, keeping them satisfied and engaged at work. It’s an investment in time and effort that will manifest through their greater responsibilities, helping them grow and evolve from their own profound ability. Coaches hold employees accountable and help them reach their desired potential.

2. Get leaders out of their own heads

A person at any level can get lost in the weeds, but when a leader loses sight of the big picture, it quickly demotivates a team. When leaders work with coaches, it gives them an opportunity to talk through their challenges with an outsider. In having higher-level conversations, coaches guide leaders toward simplicity, lifting them out of the fog.

Coaches don’t have the answers. They ask the right questions to evoke awareness and help managers see their challenges with new eyes. With clarity of purpose, leaders can empower their teams to achieve their goals. Employees will be united by a shared vision, reducing spin and increasing efficiency.

3. Uncover the truth

The more senior a leader becomes, the more at risk they are of losing touch with reality. Teams become less likely to challenge ideas and feedback becomes limited. An executive coach is an unbiased third party who won’t tiptoe around the truth. Of course, executive coaches are also highly trained in giving feedback and having difficult conversations, and it’s their job to do so.

Keeping leaders honest is crucial for creating a positive workplace culture and getting the best performance out of people.

Related: How to Set Goals With an Executive Coach to Unlock All of Your Potential

4. Steady the waters

With mass layoff announcements on linkedin appearing by the day, CEOs are turning over and stepping down before they get a chance to make a real impact. The C-suite are the most important recipients of executive coaching as their attitudes, efforts, and vision affect the outcomes of the entire organization. Even the great Steve Jobs, Sergey Brin and Larry Page turned to trillion-dollar coach Bill Campbell to shape their leadership style and drive effectiveness. Often acknowledged as the most isolating role in business, CEOs need a coach to get out of their own echo chamber and help them steer the ship.

5. Reduce churn

People will stay at a job when they are learning and feel valued. An executive coach accomplishes both by challenging them, acting as a means to self-improvement and supporting career growth.

You might be thinking, why would I invest if they’re just going to leave? First, doing this makes them less likely to leave but if they exit, Henry Ford said, “The only thing worse than training your employees and having them leave is not training them and having them stay.”

Related: Improve Employee Retention By Taking a People-First Approach

6. Create a cycle of improvement

Giving managers the opportunity to be coached sends a message that leadership is invested in making more leaders. It gives something back to the much-deserving managers who give their time and energy to the good of the business. Working with a coach can make the manager a coach themselves, which we know is the most valuable trait a leader can possess.

With improved ability, clarity, willingness and motivation, trained managers create a cycle of improvement, raising up and training up the next generation of leaders rather than simply promoting them.

Liliana Pertenava

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October 11, 2022
A Global Diversity and Inclusion Cohort for Professionals is Set to Launch

Press Release
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Mar 21, 2022

DETROIT, March 21, 2022 (Newswire.com)
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Lighthouse Accelerator Executive Program will launch its inaugural Equity and Inclusion Executive Coaching Program in April of 2022. With a successful pilot program ending in December of 2021, 13 emerging and executive-level professionals joined virtually as guest speakers provided alignment and programming with fellow Diversity, Equity, and Inclusion (DEI) professionals from around the world.

The Pilot program was broken into two tracks for DEI practitioners as they took a collaborative approach through information-sharing and simulations to understand best practices that reinforced the advantages of inclusion and equity, and guided the participants through the creation of a DEI action plan to incorporate into the DNA of their company. The Emerging track was created for those practitioners just starting out in the field and looking to understand the fundamentals of becoming a DEI practitioner. The Executive-Level track had top-level leaders seeking a collaborative, safe space to discuss real scenarios impacting their organizations and companies.

“The DEI sector is evolving at a rapid speed, especially following the murder of George Floyd in May of 2020. We’ve seen a significant increase in Chief Diversity Officer positions and people seeking to become DEI practitioners recently,” says Nikki Pardo, the company’s founder. “With over 16 years of DEI expertise, I founded the E&IC to create a safe space where members can meet without their knowledge or experience being called into question. Running pilots for both tracks last year was the best move I ever made because the feedback and testimonials from the participants far exceeded my expectations. Several collaborations were forged, relationships evolved, and the opportunity to dissect real-time business case scenarios was priceless.”

Pilot Participant Justin M. Williams, Chief Diversity, Equity and Inclusion Officer, Girl Scouts of SE Michigan, adds, “For the first time in a long time, I felt seen as a whole person doing this incredibly daunting yet rewarding work – while still building professional connections, developing professional skills and learning strategies they can apply in their professional lives to advance equity work across sectors. The business of DEI needs more spaces like these, where the priority is learning and building via a community of like-minded professionals where you can feel comfortable issue-spotting and getting real-world strategies from peers. This group changed my perspective on the work and for that I am eternally grateful!”

Participants can anticipate collectively identifying and overcoming hurdles through an exchange of candid views and insight, study industry trends, and develop useful skills and tools using an evidence-based approach. Participants will also deconstruct actual scenarios through collaboration, build on the concepts and acquire strategic planning alignment from the prior session, and receive executive coaching within an intimate and judgment-free cohort with the help of industry professionals. Each participant will make important connections and form strong relationships in a collaborative environment that extends beyond the scheduled session, create an action plan, and leave with a business case for diversity and inclusion within their firm.

To apply for the cohort launch, you must be a member of The Equity and Inclusion Coalition. Visit www.eicoalition.org/dashboar to find the application form in the Member Dashboard. Workshops, interactive forums, webinars, executive coaching services, certification suggestions, and The Lighthouse Accelerator are all available to members.

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Source: The Equity and Inclusion Coalition

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March 21, 2022