Executive CoachingFor Executives, Companies and Organisations
Executive members of staff turn to UGrow when looking for changing career paths or getting a promotion. People who do not feel comfortable in their professional environment, people who need motivation to change what they do not like, to change the things that bother them and people who wish to avoid burnout.
What is more, in UGrow we support leaders and Coach them to maintain their Executive Profile and to develop it, to establish a better connection with their team, to convey the coaching culture to their teams in a way that benefits both them and their team.
It is very common, nowadays, for experienced members of staff to feel the need to change their working environment or even change work altogether or to change the way they go about doing their job. It is this need that does not get fulfilled and remains unattended that causes the individual serious dysfunctionalities. Numerous psychosomatic effects have their onset triggered by this hesitation or due to the negligence of the individual to find a more functional way to perform. What is worse, however, is that this unsatisfied need spreads its devastating consequences in many sections of the individual’s life, resulting in a domino effect of malpractices. This is exactly why one needs a Leadership and Executive Coach. In order to awaken the individual and to support it, so as to be able to reassert their once successful self and to find satisfaction on every level of their lives, without losing their balance.
Even though many companies turn to coaching services for the support of their leaders, often, the leader has the need to handle the issue independently, on their own, to be able to set their own agendas without any interventions imposed by the company. More and more leaders, directors and CEOs turn to UGrow, as they feel a strong need to change the way they function, they wish to be happier with their everyday life or their performance or the combination of the two. Leading a balanced and harmonious life is a matter of great significance for the executive members since expectations are high and demanding too. A leader, a director or a CEO can really make a difference when have built a way to maintain a calm and clear mindset, setting ambitious goals, building great personal relationships within the company, when they are content with their lives and experience a satisfying personal and family life. Only then, they can be more creative than a typical leader who is filled with stress, takes up responsibilities that they do not wish to take, and take no pleasure in personal happiness. A leader that has no saying in the way their personal and professional life evolves is not a successful leader. The leader who wishes to have a long-lasting career and to develop as a Leader must give themselves the opportunity to find balance and to come up with innovative ways of doing things. This is what Executives achieve with the help of the Executive Leadership Coach.
Businesses tend to accomplish their goals at such a fast pace that not long after a goal has been achieved another one is already set. The leader, thus, as they move at that fast pace they must show great performance rates, to foresee changes and to prepare the team to face those changes. They also have to create new leaders that will be able to assist them in their work. For a leader who faces so many challenges it is tough to achieve perfection without the help of a Leadership Coach. The biggest and most important challenge for a coach is to understand their client’s singularities, the unique needs as well as the goals set by the coaching relationship. To be able to approach the leader closely and to build a relationship of mutual trust, the coach must take into consideration a range of complicated variables, dangers and worries that the leader might have.
There are different leadership styles and not all are suitable for every environment. In many occasions, the goals to be achieved by the team and their success is undoubtedly linked and entwined with building a resonant and strong relationship with its leader.
And because the leader expects too much of the team, the resonant leader must be particularly careful in not overestimating the team’s abilities. This way the leader will be able to achieve and operate in a composed dynamic state towards himself and towards the people around him. It is common for leaders with many responsibilities to experience the burnout phenomenon or the Sacrifice Syndrom (Boyatzis and McKee, Resonant Leadership, 2005). A leader who has a high sense of responsibility or a high sense of perfection often works long hours neglecting other, equally important parts of their lives, such as family, friends, hobbies etc. and this is indeed a vicious circle because as they get promoted to a better position the more their responsibilities, demands and expectations are increased, the more they work long hours and the more they tend to show a harsher behavior towards other people and the people around them. Thus, they begin to change, to alter as individuals.
They don’t allow themselves some space for renewal and change. In other words, they do not distance themselves from work-related stress, they do not empty their minds to better appreciate the importance of work and the beauty of life too. The leaders who are aware of the limits of their sacrifices and they renew themselves at certain intervals, they return to their duties showing more will and determination to perform better and even show a bigger appreciation to all things related to their work. They must set certain time intervals meant for reassessment and reevaluation of their lives. These are the points that the leader works on extensively with their personal leadership coach. The exhausted, dissonant leaders trigger the following results:
- Lack of work-life balance
- Lack of commitment with their team
- The team feels disappointed and dissatisfied
- Lack of concentrating on the important work-related issues
- Goal-related stress
- Developing many defense mechanisms
A successful leader is the one who can achieve the goals set and keep the team connected.
In this struggle, the Leadership Coach is the Leader’s partner and fellow traveler in a challenging attempt to maintain the leader resonant with the company, the team members and their personal lives too.
The meetings take place either at the location of the company or in the UGrow premises or at a neutral location. Their duration depends on the pace of the client and their needs.
The coach handles every coachee differently based on the singularity of their case. Depending on the leader, the executive and its team members and based on the mentality of every organization that has hired the coach. To respond to this highly demanding role, the Coach must have a deeper level of understanding of the underlying reasons that cause certain apparent behaviors. What is more the coach must be able to practice a discerning approach to assist the leader in acquiring a wider perspective of the way he/she manages people with different mentalities.
The Coach begins by attempting to reveal and comprehend the way the leader operates. The way they make decisions, their motivation, the obstacles they might need to overcome, their life philosophy, their ideal way of managing, and their professional goals as well. The way we perceive the world, not only determines the way we make decisions but also the way we can perceive the reasons behind other people’s behavior and ours. (attribution theory). Lastly, the different elements that make up one’s personality determine the way they act within their environment. Personality is defined as a rather fixed collection of psychological characteristics, which affect the way an individual interacts with the environment. The Coach, with the help of her colleague, Ms. Styla, Counselor of Mental Health, creates the Leader’s profile to customize it and to be able to manage it efficiently.
From that point, the Coach along with the help of the executive staff member or the leader maps out and highlights all those elements which the leader or the executive wishes to change or to start doing differently. They design a plan which they constantly feed with actions to keep it real and sustainable. Thus, the leader and the executive feel like they have a guide at their every step, standing next to them, a partner in their demanding work. A Coach will not allow the Coachee to stray far from their personal vision and to lose their efficiency and their balance.
After all, this is a practice that is being implemented but most big politicians, athletes and corporate leaders in their attempts to face reality.
By hiring an Executive and Leadership Coach the Executive or Leader enjoys:
- An important level of ROI in relation to the money and time invested in the sessions
- A stabilized mode of effectiveness
- Sound decision making
- Clear goal-setting
- Effective communication with the Team and the whole company
- Establishing a coaching culture within the company
- Identifying vulnerabilities
- Sharing worries and taking part in conversations unbiased, aiming at reaching a common goal.