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.