In recent years, executive coaching has become increasingly popular, with more and more professionals and organisations turning to an executive coach to further their careers and the effectiveness, efficiency, and profitability of their businesses. With the field expanding, psychologists have naturally begun researching the practice to determine if it is truly effective and if so how.
With empirical studies demonstrating that a great many benefits can be gained from executive coaching, we thought we’d take a closer look at the psychology at work and exactly what it takes to ensure a successful coaching experience.
What makes executive coaching work?
The research in this area clearly demonstrates that executive coaching can be incredibly successful, yet the level of that success is dependent upon the strength of the relationship between coach and client.
Building a powerful report with your coach through task-focused exercises that have clear objectives and achievable goals is vital. On a practical level, this means your coach needs to be fully aware of the fact that success hinges on the relationship they are building with you, and devote time and attention to building a solid foundation for that relationship.
Beyond the bond that forms between coach and client, another vital element in executive coaching success is the mindset of the client themselves and the extent to which they are capable of self-motivation and self-efficacy or, to put that another way, the strength of their ego and level of their confidence.
When the relationship between coach and client is strong, the coach is able to nurture both ego and confidence in the client and ensure that both these vital elements are present to ensure a successful outcome.
How personality impacts the outcome of coaching
Another important element that impacts the effectiveness of your coaching experience is the role personality plays in the dynamics at work in your coaching sessions. While you’d be forgiven for thinking a coach should be chosen on the merits of their personality and how compatible that is with your own, the evidence actually indicates that there is no clear improvement made to coaching outcomes when you have a coach whose personality is similar to your own. Rather than choosing a coach who is a good ‘match’ for you personally, it’s actually more effective to select one based on their qualifications, record, and accreditation.
In other words, choosing a coach based on professional merits over personal preference will further your experience and produce better results.
In conclusion, research has shown us that while executive coaching can be effective, the level of that effectiveness is contingent upon ensuring a strong client-coach relationship, which is built on a foundation of professionalism, with a bond that is carefully crafted through the completion of task-orientated projects and clearly defined goals that can be achieved.
So, when searching for the perfect executive coach, look for someone who understands how vital this relationship is, to help forge a bond that is as strong as possible.