Outplacement & Career Management  Recruitment Services Coaching
Outsourced HR  Bios  Training & Development Locations
ContactUs@TheMcGuireGroup.com

 

Coaching


“Coaching” is most often associated with sports where competition and gaining an edge over your adversary is the name of the game.  Star athletes and whole teams rely on coaches for advice and direction.  In business as well, coaches provide that extra edge.

 

Management and leadership coaches are typically called in for two kinds of assignments.  One where top management recognizes they have someone who shows extraordinary potential -- the high draft pick with mounds of raw talent.  In these cases, a coach works with the individual to round out areas of ability, suggests avenues and approaches for growth and development, and then monitors progress.  The second type of coaching assignment is more remedial in nature.  Here an executive with valuable skills and talents, also displays needs for improvements in areas of management such as communication, leadership, and teamwork.  For these situations, the coach provides insight and assistance in recognizing what change is needed, along with programming for how to effect that change.

 

The concept of “fit” aptly describes the successful match of person and job.  Today’s good fit, however, does not insure a lasting or future fit.  Times change, people change, jobs change, and organizations change.  Where the fit is right, a coach provides developmental advice to foresee and prepare for change. 

 

The good fit can be thought of in the metaphor of a round peg in a round hole.  If people are the pegs and jobs the holes, there are four possible strategies a coach may use where the fit is not right.  The traditional approach is to simply replace the manager that has become a bad fit.  Outplacement is the tool and the coach’s part of that process is to assist the executive in gaining enough insight to assure a better choice in any new assignment. 

 

A second strategy is to work with the organization to change the shape of the hole -- to realign and restructure the job around the executive’s strengths.  Different responsibilities and reporting relationships may be part of this strategy.  Coaches work with senior management, using their knowledge of the manager’s style and the company’s objectives to consult and advise.  A third strategy, is to work directly with the executive to provide insight on management style, strengths, idiosyncrasies, etc. as they relate to the job/company.  The emphasis is on changing the shape of the peg -- on effecting behavioral changes where needed.  Finally, a good coach may use a fourth strategy of working to effect both behavior changes on the part of the executive and organizational changes in teambuilding and culture.

 

Whether the coach emphasizes behavioral changes for the involved executive, or advises management on organization change, or uses a combined approach, the coach’s objective is to provide insight, a learning experience, and support.  With such tools as 360 degree feedback instruments, subordinates, peers, and superiors all become involved in the process.  With a professional approach to the change-process, success is more likely.

Outplacement & Career Management  Recruitment Services Coaching
Outsourced HR  Bios  Training & Development Locations
ContactUs@TheMcGuireGroup.com