Executive coaching: one size won’t fit all

Author, keynote speaker and executive coach Avril Henry says coaching clients fall into three broad categories:

Developmental

“This is where somebody wants to develop or improve particular skills,” Henry says.

“I worked with a finance director for a year who was being considered for a chief executive role. Together we identified the skills that would hold him back and we worked on those. In his case we worked on developing more effective communication skills, becoming a better listener and learning to delegate without controlling the whole process.”

Remedial

“This is where someone comes because they’ve been sent by their boss,” she says.

“These tend to be individuals who are technically very good at their jobs or generating revenue but they don’t necessarily get on with people or they’re seen as aggressive or they display behaviour that isn’t aligned with the organisation’s values. In this situation I’m upfront and say ‘I know you’ve been sent here and if you’re not committed to these outcomes you are wasting my time as a coach and your employer’s money’. They will only get out what they are willing to put in.”

Career

“This is where somebody is frustrated in their current job and they want to change but they don’t know what they want to do or where to go,” Henry says. “I’ve just been approached by a bright, well educated 34-year-old tax specialist. She has just had her first baby and doesn’t want to stay in tax or work five days a week but doesn’t know what she should do next. We will work through various processes to clarify what she wants and we’ll develop a plan.”

• Tweet