Successful people need coaches, too. Even Tiger Woods relied on swing coach Butch Harmon to raise his game. Coaches have helped chief executives at eBay, Charles Schwab, Pfiser, Ford and many other companies to improve their effectiveness. As an authority on leadership and organization effectiveness, Dr. Susan Battley has worked with Fortune 500 CEOs, nobel laureates and university presidents. In Coached to Lead, Battley outlines the five-step coaching model that she has used for 20 years to design hundreds of high-performance programs for people, groups and organizations.
A Five-Step Coaching Model
- Step 1: Define. Battley asks her clients, “What will success look like for you?” The answers uncover specific objectives and metrics.
- Step 2: Assess. Analyze your business or professional situation. Gather valid, timely and pertinent information you can use when developing coaching plans and activities.
- Step 3. Plan. Develop your custom action plan. Establish accountabilities and create a specific to-do list. Battley explains that a major goal might need to be broken down into several component goals.
- Step 4. Act. In this phase of execution, certain activities and tasks are accomplished. A coach observes and facilitates progress.
- Step 5. Review. Finally, you evaluate coaching results and determine whether goals were attained. Battley explains that a review component can include recommendations for a follow-up strategy so coaching accomplishments are fully realized.
Coached to Lead covers each of these steps in detail while providing numerous examples of how following this model improved results in a variety of circumstances. While describing the third phase of the model, Battley updates traditional action plans with “Powerhouse Plans.” These brief, written road maps specify goals, define action steps toward achieving each goal, identify who is responsible for what and by when and measure progress and results. To supercharge an action plan into a Powerhouse Plan, she asks executives to include broader information that addresses expected rewards and advantages while also including ongoing encouragement and positive reinforcement. She writes that including obstacles and external factors can help flag threats so they can be neutralized early. These include lack of time or poor time management skills, travel schedules, work load and responsibilities, family obligations and bad habits. The Powerhouse Plan includes a “Solutions” category that addresses these barriers.
The results of the assessment phase will identify goals, benefits of goals, obstacles of goals, solutions to obstacles, action steps, progress measures, change partners besides the coach who are also important to achieving goals and due dates. As a wise guide on the road to greater effectiveness, Battley writes, “A given destination can usually be reached by different paths. Similarly, there are usually multiple possibilities and options, not just a single right choice, to developing your action steps.” Key points such as these are identified throughout her well-organized executive coaching resource. A completed sample Powerhouse Plan also provides a useful example of how planning can put larger issues into an actionable order.
Sticky Coaching Situations
In addition, Battley offers a dozen scenarios that represent sensitive coaching situations as well as the easiest ways to resolve them. For example, she presents the sticky question, “When should I consider firing a coach?” She describes two overarching reasons for terminating a coaching relationship, as well as a list of red-flag indicators of a failed relationship. These include low trust, no personal rapport, unprofessional conduct, major conflicts of interest and major ethical breaches. She writes that if you are terminating due to known ethical misconduct, consider reporting your experience to those with oversight responsibility.
Battley completes her tour of executive coaching success by telling those who want to sponsor coaching for others how they can raise the subject and enhance a person's coaching experience.
Why We Like This Book
With professional precision, Battley has opened up the issues involved in executive coaching and creates a book of answers that can improve the counseling of leaders in any industry. By looking closely at the nature of the executive's responsibilities and clearing smooth paths to accomplishing goals, she offers a coaching model and tools that can promote deep changes and positively influence any executive and his or her organization's performance. Copyright © 2006 Soundview Executive Book Summaries