Credits: Photgraphy by Amoghavira

Time to think, tailored to each customer:

helps people think outside the box  

....  but doesn't come out of one


"Potential, I believe, is not about already acquired assets, but rather the ability to acquire assets needed for future situations.  What matters is how well prepared people in leadership roles are to meet the challenges and overcome the obstacles posed by pursuing the organization’s business strategy. In a world of rapid change, the real measure of leadership is the ability to acquire needed new skills as the situation changes." Morgan W. McCall, High flyers: developing the next generation of leaders, Harvard Business Press 1998.


“Executives are dealing with uncertainty and turbulence. They are often multi-cultural, deal with dispersed teams, and have increasingly more social, ethical, and ecological responsibility. Amidst this uncertainty, they need to keep their motivation and passion alive.  Executive coaches are required to integrate these multifaceted roles” ... ICF First European Executive Coaching Summit Report 2003.


"Executives need knowledge and skills to cope with situations are they come up. Often the circumstances are ambiguous. An executive may need to deal with a troublesome colleague; start a new assignment; present a difficult business argument; become more "visible"; or communicate more effectively with direct reports. The coach fits into the new learning model perfectly by allowing the executive to learn, modify, and apply a suitable approach in a particular business situation. Coaching allows executives to learn while at work, while keeping up the pace." Marshall Goldsmith & Laurence Lyons, Coaching at the Heart of Strategy, in Coaching for Leadership Pfeiffer 2005.


"Coaching has come a long way since the days when companies engaged coaches to help fix toxic behavior at the top. Today, most coaches are hired to help develop high performers, and having one is almost a badge of honor. That can be a mixed blessing. On the one hand, who wouldn't want a coach? On the other, the experience may inadvertently result in overdependence on your coach — a situation that can in itself be toxic. Experience of coaching in a similar setting emerged as the main qualification that coaches say companies should look for when hiring an executive coach." Diane Coutu and Carol Kauffman, What Can Coaches Do for You? Harvard Business Review 2009.


The Value of an Executive Coach - from Monster Recruitment

When I mention coaching to my executive clients, many quickly brush off the idea, saying they don't need a coach, they know who they are, they know their strengths and they understand their value in the market. All they need is assistance in accelerating their job search. Then, I ask a few questions, and their attitude shifts from "I don't need a coach" to "When can we schedule a coaching session?" Here's why:

  • Coaches offer new perspectives, ideas and career paths to explore.

  • Coaches give you energy, drive and determination.

  • Coaches make you accountable.

  • Coaches can help you determine your real market worth.

  • Coaches can be your confidantes.

  • Coaches are valuable resources for lifelong career management.

  • Not every executive needs a coach. However, a coach can be a tremendously motivating force that will propel your career -- and your paycheck -- to new levels of success.