|
|
|
Results
The Impact of Coaching from the Perspective of Coachee
Individual leaders at several levels in various organizations were interviewed to confirm the actual impact coaching had on them. Those interviewed included a first line manager in the first year of leadership, directors, vice presidents and a CEO who had been in leadership for several years. They work in the high technology, health care and government sectors.
Prior to being promoted into leadership positions, each of them had held individual contributor positions; they had been high performing, technical professionals who had been promoted to leadership positions based on their effectiveness as individual contributors. Each of them faced their own challenges.
Quotes and excerpts from the interviews
What motivated you to seek a coach?
“We had communication problems and weren’t always working towards the same thing…I detected barriers, tensions or stressors. I recognized that I was probably causing some of them – not on purpose, but because of my learned management style which, in the technical field…it’s very technical, very didactic, very ordered so, of course, I transferred that same almost dictatorial management style into my management relationships. There were encounters where I didn’t feel good at the end…I didn’t’ feel the exchange was positive. I didn’t really know how to do it any different or better.”
- CEO
“It was not that I was doing a poor job as a manager. It was to help me through one-on-ones, to help me be more effective in working with my peers, and delegating. Making that transition from being an individual contributor to being a manager, I didn’t get it. I was working late and taking work home on weekends. I was really getting stressed out.”
- First time manager, less than one year in a leadership role.
“I wanted to continue to improve and broaden my leadership skills.”
- Vice President
“My manager encouraged me to work with a coach as part of my leadership development process.”
“The head of our division wanted all of managers in the division to be coached and to learn to coach. It was part of an effort to improve emotional intelligence.”
back to top
What specific goals did you set for your coaching?
- Improve my leadership skills
- Improve my communications skills
- Create a team environment
- Improve relationship effectiveness, learn to build relationships, develop “soft skills”
- Improve my management skills – delegation, decision making, and conflict management in particular
- Build my self-confidence
back to top
What have you done differently as a result of your coaching experience?
- Improved listening is a big one. I’m more comfortable with silence and allowing my team time to respond before jumping in with my own answers.
- I’m more of a facilitator; less directive. I lead.
- I’m more sensitive and aware, less opinionated and a better listener. I recognize the importance of relationships and communications.
- My organization went from being perceived as a service organization to being perceived as a center for thought leadership in the company. I empower my team.
- My coach helped me to understand how you really connect with people.”
back to top
What specific changes or improvements did you make as a result of coaching?
- Heartless Task Master: One personal goal that I had was to interact with other people and be viewed as a more compassionate person. My behavior was doing the opposite because I was coming off as a heartless taskmaster. I was able to make that shift.
- Test Tube Manager: I learned that the skills needed to manage test tubes are different than the skills needed to manage people. It didn’t work to use test tube management skills with people.
- Navigator: While I still feel frustrated sometimes, I have learned ways to navigate through the frustration when it happens.
- New Manager: People are put in leadership roles because they do well in their previous role as in individual contributor. How can anyone expect you to be successful as a manager when you have no skill set around that? That was key for me. OK, now you’ve put me in this management role. Now manage. What does that mean? I didn’t have any guidelines. My coach encouraged me to go to some leadership training programs which were helpful. She recommended some books on leadership. She helped me learn more about myself and my leadership style. I’m now a better leader.
- No Dead Bodies: It’s about how you deal with people. I make sure they cross the finish line and there are no dead bodies, and that people feel great about it.
- Style: I gained an understanding of my style.
- Conflict Management: I’m comfortable with conflict now and value healthy conflict.
- Leadership: I’ve improved my leadership and ability to delegate; teamwork has also improved.
- Self-Awareness: I am more aware of my actions and my impact on others.
- Patience: I’m more patient, conscious and aware.
- Relationships: I’m more open with other people so my relationships, both personal and professional, are better.
- Inclusion: My subordinates seem to feel better about themselves because I now include them and give them opportunities to grow.
- Slow Down: I learned to slow down so I could go faster.
back to top
Did you achieve the goals you set when you entered the coaching relationship?
All interviewees achieved or exceeded the goals they had set for coaching. They:
- Improved their own leadership, self-management, listening, facilitation, listening, delegation, interpersonal, communication, presentation, and coaching skills
- Developed greater awareness, confidence and focus
- Improved their relationships – both personal and professional
- See coaching as a great opportunity to learn the importance of being an effective leader
- Said coaching was very effective in helping individuals transition from an individual contributor mentality to a manager/leadership mentality
- Said coaching had a positive impact on improving personal and social competence and increasing social skills
- Recommended coaching for others who are willing to engage and do the work
back to top
Based on research conducted by Beverly Frahm, 2005.
Beverly Frahm personally conducted the study of the impact of coaching from the perspective of individuals who had been coached. The identities of the coaches and coachees will not be shared, however, in order to protect their confidentiality.
For a copy of an article based on the interviews, including a summary of the findings, please go to the “contact” section of our web site and send us your name and email address.
back to top
|
|
