Understanding The Role Of Managers For Ensuring The Success Of Executive Coaching In China

It is a common perception that the success of an executive coaching session depends primarily on the type of relationship shared between the coach and the trainee. However, there are other stakeholders involved in the process, who hold the key to making these coaching sessions truly effective. The most important of these stakeholders is the manager or supervisor of the executive undergoing the coaching. This is because, it is the manager who identifies the need to initiate the coaching process and who also defines the level of success and progress made by the trainees, after the completion of executive coaching in China.

Identifying The Coaching Objectives

One of the primary responsibilities of the managers, while initiating executive coaching sessions, is to familiarize the coach with the developmental needs of the executives. They should also be able to access whether or not the individual and the situation are amendable for coaching besides having a clear understanding of the consequences of success or failure of these sessions. They should believe that the improvements being sought through the coaching are achievable and hence investing in it will prove to be a worthwhile decision for the company.

 

Communicating With The Coach

The managers also need to shoulder the responsibility of holding detailed discussions with the executive coach to acknowledge or address any systematic issues that might influence the coaching process. These might include the financial constraints, cultural tendencies or even the expected organizational changes. They should also be willing to discuss any ideas that might be the outcome of the coaching process and can help improve the overall organizational systems in s significant manner. It is based on these factors and aspects that the managers should create a coaching schedule in consultation with the ICF coaching firm in China, whose services they are hiring.

Help With Goal Achievement

Apart from handling the communication and planning aspect of the coaching process, the managers also play a critical role in helping the executives to be coached in attaining the stated goals. This is done in the following ways.

·         They should provide a positive and constructive feedback to the executives being trained on a regular basis. This will not only help enhance the progress of the executives but also motivate them to do even better in the remaining sessions.

·         They should make it quite clear at the beginning of the coaching session itself that accountability for achieving the established goals rests on the shoulders of both the executive and the coach in an equal measure. This makes both the parties adopt a proactive approach towards the fulfilment of these objectives from the word go.

·         The managers should be willing to work towards removing any obstacles or barriers that might hinder the path of successful fulfilment of the objectives by the executives. They should motivate and support them in any and every manner gets the expected results from the coaching process.

·         The managers should work towards building a relationship based on mutual trust and respect with the coach and the executives. This can be ensured by preserving confidentiality and sharing self-disclosure and personal insights about the coaching process.

Strategies That Can Help Recruiters Attract And Hire Top Talent

One of the major challenges faced by recruiters across the globe is to attract and hire top talent. Most recruiters are under the false impression that paying higher salaries is the sure shot way to attracting the attention of the best candidates for a specific job post. However, with the availability of countless options, which offer perks and benefits, candidates today tend to look beyond the financial benefits of taking up a job.  The awareness of the above facts has led the professional executive search firms in China to advise their clients about implementing the following strategies for overcoming the challenge of attracting the best talent in a specific field.

 

Ample Head Room And Responsibility

A common trend that has been spotted in top talent over the past several years is their insistence on greater headroom and responsibility. The most competent candidates are known to feel attracted by the prospect of running the show on their own to prove their competence and capability beyond any doubt. While they are willing to accept basic infrastructural and logistic support from the organization, they expect great operational freedom with the scope of implementing innovative ideas and strategies that they might consider critical for project success.

 

Provide The Benefit Of Equity Ownership

The prospect of owning equity in the business that they work for proves to be a major attraction for the most talented candidates. This is because owning equity not only assures them of additional financial benefits but also provides them with a sense of ownership. Despite sharing a minimalistic partnership with their prospective employers, such candidates tend to feel aligned with the growth of the company. This in itself proves to be a highly motivating factor for not only attracting the right talent but also recruiting them.

 

Offer A Creative Environment

Most talented candidates in the modern era are averse to the idea of being guided about doing things. All they need to offer maximum productivity for their recruiting organization is the availability of a highly creative and motivating work environment. It is important for the candidates to feel a sense of trust from their organizations in their ability to complete a task in a successful manner. That is why the top executive search firms in China educate their clients about the importance of developing and maintaining a creative work environment where the top talent can then be left alone to thrive.  Being able to do what they want to do, is definitely quite appealing to the best candidates.

 

Substantive Work-Life Balance

One of the most important attracting factors for top talent is the assurance of substantive work-life balance. Such candidates often prefer employment options where their personal life does not have to suffer due to extremely high work pressures and inflexible job schedules. That is why the availability of options such as flexible work timings, choice of the work environment, ease of commuting, extended holidays, facility of being able to work from home and other such benefits are often given greater preference by the most talented candidates. In fact, these perks tend to not only prove more effective in attracting top talent but also ensure maximum productivity after hiring them.