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The global business environment is epitomized by fierce competition. Technological advances and the need to compete on a global scale require businesses to be flexible, innovative and driven. It is no wonder that large businesses pay a lot of attention to the identification of talented individuals that show leadership potential and that are hungry for advancement. Such individuals need to be groomed for better things. This is why so many corporations engage executive coaching services.
The transition from employee to manager can be difficult, even traumatic. In many cases newly appointed managers are expected to lead people that used to be their peers. A professional mentor can help new managers to develop their leadership abilities. This is done by forcing the manager to examine his own performance and those of others. Mentorship also aims to create personal contentment and to stimulate continual personal growth.
However, it is not only newly appointed or potential managers that can benefit from mentorship. Many corporations employ coaches for their senior managers too. The role of the coach is to help the client to remain innovative and to keep growing on both a professional and personal level. Many senior managers are in danger of becoming stagnant and they need to be stimulated to remain focused and competitive.
It would be a mistake to expect a coach to provide practical advice on how to manage or how to achieve the goals of the organization. That is the role of the manager. The role of the coach is to help the manager to discover solutions to dilemmas, to apply techniques that will lead to effective decisions and to act as facilitator and motivator.
Mentoring can be very expensive and it can be time consuming. The average coach charges roughly the same as a good corporate attorney. Instant results should not be expected. Companies should see the cost of coaches as an investment in the future leadership of the business. The high cost of this service is one of the reasons why many companies only hire a coach for individuals that are crucial to the future of the company.
Great care should be taken when appointing a coach. It must be kept in mind that the chosen coach will be enjoying a special relationship with decision makers within the company. In that role they may exert some influence on the decisions made by the client. When candidates are screened care should be taken to make sure that they are accredited and qualified. References should be demanded and checked.
It is important to insist upon a written agreement when appointing a coach. This agreement should stipulate the goals that must be achieved. The coach should declare his methodology and a working program should be drawn up. It is also important to brief the coach on matters such as the mission and vision of the company because his efforts should be in line with the ethos of the client.
Successful businesses make sure that they remain innovative and at the cutting edge of their fields. They also make sure that they groom individuals with promise to take over important leadership positions. A coach can help to prepare such individuals and to encourage them to keep growing personally and professionally.
The transition from employee to manager can be difficult, even traumatic. In many cases newly appointed managers are expected to lead people that used to be their peers. A professional mentor can help new managers to develop their leadership abilities. This is done by forcing the manager to examine his own performance and those of others. Mentorship also aims to create personal contentment and to stimulate continual personal growth.
However, it is not only newly appointed or potential managers that can benefit from mentorship. Many corporations employ coaches for their senior managers too. The role of the coach is to help the client to remain innovative and to keep growing on both a professional and personal level. Many senior managers are in danger of becoming stagnant and they need to be stimulated to remain focused and competitive.
It would be a mistake to expect a coach to provide practical advice on how to manage or how to achieve the goals of the organization. That is the role of the manager. The role of the coach is to help the manager to discover solutions to dilemmas, to apply techniques that will lead to effective decisions and to act as facilitator and motivator.
Mentoring can be very expensive and it can be time consuming. The average coach charges roughly the same as a good corporate attorney. Instant results should not be expected. Companies should see the cost of coaches as an investment in the future leadership of the business. The high cost of this service is one of the reasons why many companies only hire a coach for individuals that are crucial to the future of the company.
Great care should be taken when appointing a coach. It must be kept in mind that the chosen coach will be enjoying a special relationship with decision makers within the company. In that role they may exert some influence on the decisions made by the client. When candidates are screened care should be taken to make sure that they are accredited and qualified. References should be demanded and checked.
It is important to insist upon a written agreement when appointing a coach. This agreement should stipulate the goals that must be achieved. The coach should declare his methodology and a working program should be drawn up. It is also important to brief the coach on matters such as the mission and vision of the company because his efforts should be in line with the ethos of the client.
Successful businesses make sure that they remain innovative and at the cutting edge of their fields. They also make sure that they groom individuals with promise to take over important leadership positions. A coach can help to prepare such individuals and to encourage them to keep growing personally and professionally.
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