Coaching Executives: Why It Is Important                 

By: Dr. Michael Grimes

In response to workplace changes, The Ayers Group, in conjunction with Dr. Michael Grimes, has developed an “objective-oriented” approach to coaching. Its aim is to increase the overall competence of leadership, thereby enhancing employee commitment and productivity.

WHAT IS COACHING-BY-OBJECTIVES AND WHY SHOULD ORGANIZATIONS INVEST IN IT?

These days, managers are considered most fully competent only when they deliver business results in a way that is consistent with corporate values. Businesses are verifiably more effective when employees and managers are pleased with how they are led. It is becoming a competitive advantage for Human Resources to offer 360° feedback and follow-up coaching so managers can learn what others think of them and apply the insights for business results. The intent is to avoid the competitive disadvantage of losing talent due to inconsiderate leadership styles.

No longer can managers fail to understand and adopt the qualities expected by those on whom they depend for results. They can no longer afford to say, “That’s tough; get another job...” They can no longer neglect peoples’ interests in being treated fairly, given meaningful tasks to accomplish, reasonable workloads, and opportunities for personal development. People demand honesty, integrity and credibility. And, when leaders “walk the talk,” they inspire confidence and 100% effort. Studies prove it.

Coaching-By-Objectives teaches managers how to gain the commitment of employees by presenting a leadership image that meets expectations. The dual purpose is to ensure that as employees meet the objectives assigned to them they can also meet objectives related to career advancement. We developed our approach after finding that more and more clients were asking us to come in and guide managers whose technical and/or interpersonal skills were questionable, but who were not being guided well enough by their bosses in how to improve them.

Providing such guidance is not an easy process. It also requires time. Taking over the role that was traditionally held by the bosses of managers, an “objectives-oriented” coach may be likened to a personal “trainer” or mentor — but one with the advantages of a professional consultant.

Specific tip-offs that Coaching-By-Objectives may be useful include one of the following:

• Lack of Interpersonal Competence: Signs of such may be feedback that reflects the manager’s employees are dissatisfied (e.g. lack of commitment, frustration with assignments, annoyance with managerial style, etc.).
  
• Inconsistent Business Results: (e.g. deliverables are late or of unacceptable quality, customers are complaining, delegated tasks are not completed, etc.).
  
• Leadership is competent and results meet expectations, but quicker development is needed to carry out a project or to assume responsibilities at the next level.

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For more information, please contact Joan Caruso, Managing Director of Organizational Effectiveness Consulting at The Ayers Group — (212) 889-7788.

Michael Grimes has a Ph.D. in Organizational Psychology. For the past 18 years, he has been working as an executive coach with senior individuals in a wide range of industries. The main thrust of his work is to accelerate the rate at which organizations, teams, and managers earn to deliver what is expected of them.