Why to Hire a Coach?

There are many reasons why executives hire a coach. Life gives humans many surprises ever since young to adulthood. Those surprises ,if not pleasant could be held in the subconscious mind forever. When an individual is submitted to the intense pressure of decision making, whether being at an office or at home, for long periods of times, those memories in the subconscious mind could be an obstacle to clear thinking.

Having a confident partner to share thoughts helps. If that confidant is a certified executive coach the coachee  will be granted confidentiality along with the application of very advanced techniques to address the issues and find solutions.

Telling what to do is not among the techniques used by a coach; Instead, asking questions and positioning himself or herself on the shoes of the executive client brings field for asking more questions that lead to magical answers that reveal the solutions. This is the most advanced, pleasant, efficient and long-lasting learning process.

There is another very important reason why an executive hires a coach. The responsibility of achieving goals in an organization rests on the Boss  but the cause of failure could be someone else’s. The achievement of goals in one organization is a result of a combination of positive actions from the members of a team. If only one important member of the team does not play in unison, the task outcome becomes uncertain, the harmony among team members is jeopardized and to identify the source of the undesired factor becomes almost impossible. Only an experienced coach could change the course to bring the team in tune in more efficient manner, without pain. The experienced coach would be able to coach a team and simultaneously, coaching individuals to expedite the transformation. Even if the organization is healthy but has plans of upgrading the industrial processes with more advanced technology to be competitive, the budget should include executive coaching who would facilitate the transition without tears. The ROI is unpredictable but having a coach is definitely a very profitable investment.



What is the Benefit?

A professional relationship of a certified coach with a top executive or group of executives of an organization creates the harmony and clear understanding of conditions to achieve desired goals. There is an initial take-in interview to identify the needs of the client. The type of assessment to be used is usually determined during the first interview. To meet other members of the staff and a tour may be advised. The process is intended to provide self-evaluation of behaviors and necessary changes to improve managerial effectiveness. The Benefit of having a coach transcend the benefit of getting clear minded at work. The learning passes to coworkers, at home and within the community.

A coaching is contracted as an additional unbiased brain, so to speak, to facilitate the process of getting the ideas straight when a leader gets stuck during a multitude of complex decisions need to be made.

What Coaching Is not?

Mentoring: Intended to tell other how to do the job

Consulting: Tells what to do.

Therapy: Intent to help others how to deal with their thoughts.

Very often coaching, consulting and mentoring overlap or is confused with therapy.

Let’s hypothetically assume that an executive was deployed to a foreign war when young but did not manifest any psychological symptoms . According to some studies, just observing a traumatic event produces a trauma which is difficult to heal and can leave scars for life but not always it manifests up.
This executive may all of sudden face situations of health or an important staff member resigns when many important decisions need to be made. The old trauma scares may be triggered and interfere with the ability to thinking fast, so he involves the staff and  external advisors.  Now he or she gets the mind overloaded with multiple options, information and data to be analyzed before an urgent decision needs to be made. Here is time for an Experience Executive Coach to be hired in order to organize the ideas smoothly.

The consultant will tell what needs to be done. The Mentor tells what he thinks should be done. He/she is an expert within the company but may not have authority to make changes. A Coach will ask questions about the current situation and the desired situation.  By doing so, the coachee will be learning by thinking profoundly about the best answers and making right decisions.  If there were frequent events of feeling stuck, for no apparent reason, the coach may recommend seeing a Therapist.


How it Works?

There is an initial take-in interview to identify the needs of the client. The type of assessment to be used is usually determined during the first interview. To meet other members of the staff and a tour may be advised.

​ From the initial interview the coach will have a good idea about the objectives and the best service packages that should be advised to achieve the goals.

To the first interview follows:

  • Explanation of the modality to be used during the process.

  • Signing a coaching agreement

  • To establish the modus operand, (place or places to meet, times and duration).

  • Reaching an agreement about action plans and action behaviors.


Coaches use special assessment tools to get to know the client and helping the client to know him or herself. A short interview and a 360-degree feedback session are used to start and review progress.  Coaches tailor questionnaires to help clients in different conditions, for example:

A coach usually uses four Elements of Engagement: Education, Ethics, Emotions and Experience.
When these are in tune the results are granted. Coaches also tailor questionnaires to help clients in different conditions, like:

  • When the job pressure is affecting the personal composure and getting the message across is hard.

  • When conflicts become an obstacle to run the organization smoothly.

  • When the change of functions becomes overwhelming and there is a feeling of not being accepted in the group.

  • When the objectives seem not to get attainable for no apparent reason.

  • When the emotions reduce the ability to understand one’s own feelings and other’s.