January 05, 2022
Matthew Kerzner and Natalie McVeigh, Managing Directors in the Center for Individual and Organizational Performance, discuss the common types of coaching and what to look for when selecting a coach for yourself.
MK: Thank you. So, tell us about the different styles of coaching and what we offer.
NM: Absolutely. You've probably heard about coaching. It's a ubiquitous term. It's out there everywhere. We are all certified credentialed coaches through the International Coach Federation, and we reach people at different levels for different reasons. We're going to talk about four styles today, and I'm really going to start about performance coaching. We've probably all encountered some challenges at our job. It could be that we're in the wrong role, it's the wrong fit. Who knows what it is, but all of us want to succeed. So one of the ways we can help is through a performance development program, a performance improvement program, where we show up, we help identify those gaps in our capacity and competency, and we help you understand what those gaps are.
Now it might end up that you perform in this one role amazingly by the end. It also may be that throughout this process, we realize that those challenges you were facing really have to do with the role. It's asking you not to do what are in your strengths, your natural talents, the abilities that you have. So you might end up going to a different role, but it's really about building the skillset that right now is not placed well. Matt, I know we talk about the reverse of this equation a lot. You have the people who aren't doing as well as you want. Then you have these people who are doing amazing and they might be saying right now, "I don't need a coach." what are your thoughts?
MK: We call this high potential coaching. This is identifying those in an organization that have potential to move up within the organization. Maybe they're ready now, maybe they're ready in three years, maybe they're ready in five years. We offer opportunities to teach them goal setting, introduce them to some stretch assignments, and then through bringing some awareness in how they're sensing their environment as they're going through these stretch assignments and goals, we can absolutely help think through the challenges and where they want to go. It's creating that path to progression for individuals based on their own potential. So that's what we call the high potential.
NM: Along those lines, when we think about coaching, sometimes you come in the door for business reasons. So I'm coming because I'm having a performance issue or I'm doing so well. But when we do one thing well, we might let another part of our life not go as well. We call this human capacity coaching, whether it's entrepreneurship if you're an entrepreneur, whether it's stewardship, whether you're the next generation and owner of a family, but something's just missing. And how coaching is different than therapy is it's really future focused. So right now I'm not where I want to be. Where do I want to go? And that's more than just what you are doing on the day. It's about your values. It's about what's uniquely yours. It's about your passion. And then how do you let that flourish in the world today? What's needed? We're seeing more and more with COVID that we're thinking about, yes, how do I develop myself? But we might be only focusing on one subset. So this is where if you want to bring in things with your marriage, your family relationships, that really shows up.
MK: I think the fourth one is what we call transitional coaching. This is where I think of a CEO, a C-suite, or anybody that's going to transition to their next phase of their life. So I use an example, maybe going through a liquidity event where you're selling the business, or you're actually doing a succession plan for the next generation. We already talked about getting coaching for high potentials, which could be that family member getting in. But what about the resistance that the owner or the CEO has about letting go because they're really nervous of the unknown of what happens after we'll call it retirement?
So what we can offer is we can offer some plans or processes of what does that next day after retirement looks like. So we work through and brainstorm and explore, what does the calendar look like? What are the hobbies that are interesting? How do we help really fill that calendar up so there's no, what I call seller's remorse, or I retired, but what's next in my life? Where we can actually put a plan together and explore with our clients on what does that next phase look like for them.
NM: I mentioned we're credentialed through the International Coach Federation. They release an annual report. I can't remember all the statistics, but it talks about how your bottom line increases if you're an executive when you're doing coaching, how most people get an increase in their pay rise, in their roles, and coaching really pays for itself. I think the lowest statistic in that book was an over 45% ROI. Many more are up to the 90%. If you're wondering if it's worth it, it really is.
MK: Well, we want to thank you for listening to our video and we look forward to working with you in the future.
Transcribed by Rev.com
RISE (Real Ideas to Stimulate Engagement) - Q1 2022
- Three Strategies for Providing Professional Growth Opportunities to Employees
- When Does It Make Sense to Build an Advisory Board?
- Addressing a Growing Company’s Financial Reporting Needs
- Family Enterprise Advisor Styles
- Succession & Transition
- Emotional Intelligence Profile (EQP) Assessment
- Simple Assessments