Discover that, while the leader receives feedback from their coach, the leader must also give feedback routinely to their coach about what’s working well and what should change. Focus especially on the quality of insights, actions, and accountability.
- About a third of the way…through one of my coaching engagements,…the executive asked me a question that caught me off-guard.…She asked, "why are you being so nice to me?"…So nice?…She said, "Yeah.'…"In our initial interview, you really challenged me,…"pushed back, disagreed."…"That's why I chose to work with you."…"You're not doing that anymore…"and I don't need a yes man."…I said, I disagree, you do need a yes man.…Bad joke, bad coaching.…
I should have asked for feedback from her, much earlier.…In your coaching engagement, you'll probably receive…lots of feedback from your coach.…But it's just as important for you…to give lots of feedback to your coach.…They should ask for it, but give it either way.…We coaches want to add as much value as possible.…Our job is to adapt to what works best…for you and your growth.…Even if you clarify preferences at the beginning…of your work together, your preferences might change.…The coach's job is to meet you where you are…and help you find the best path…from where you are to where you wanna be.…
- Identify the fundamentals to formulating individualized development questions.
- Determine development areas you want to change.
- Examine an executive coach’s insight, actions, and accountability.
- Determine the three ways to challenge yourself when working with an executive coach.
- Recognize the best ways to evaluate progress and setbacks.