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Casual Articles - Find the Right Coach: 8 Guidelines for Executives
If you work in a medical billing company then you will get a good laugh out of this. What you are about to read is a true story of an incident at a medical billing company. The names of the people in the company and the company itself, as well as its location have been changed so as to protect the innocent and the guilty. For those of you who don't work in a medical billing company, you may not believe that something like this can possibly happen. It can.It was just before the next HCPCS update. The company, we'll call them, XYZ Billing, needed to get the latest HCPCS codes from Medicare. They did not have a contract with the medical billing software company, which is why they had to get the update directly from Medicare and pay for it. However, in order to do this, they
It’s easy for coaches with minimal training to fall into a trap of giving feel-good answers. After all they risk being fired if they give advice the client doesn’t like.
Dr. Steven Berglas, former Harvard psychiatrist and instructor at UCLA’s Anderson school, explained in an interview with Chief Executive Magazine, “A lot of times consultants and coaches are deemed great because they’re adding syrup to a sundae. They just go along; they’re ‘gaysayers’ and proponents.” The CEO may feel good, but little progress is made. In fact, according to Berglas, an “alarming number” of coaches who lack psychological training hurt their clients more than they help them.
Instead of looking for consensus, weigh your coach’s input before you make your own decision. After all, that’s what you’re paying for.
8. Give your coach access.
Make it easy for your consultant to do his or her job. Allow ample rein to inquire, research, survey, whatever it takes to thoroughly understand the issues and, most importantly, get you the info
It is good to know that public free proxy servers are good to use because of the three big reasons as follows:First of all, these public proxy servers provide a different way of distributing efficiently the network traffic in real time. Their fast response to the people needs of browsing makes the proxy servers a more and more common browsing choice. You might wonder what happens when a large number of persons would like to watch the same movie, the same show or even a simple web page at the same time. The fact is that if these persons will use the proxy servers the net traffic will be consistently reduce. This is the cause of the developed technology for these proxy servers. The phenomenon consists like it follows: if a person opens a web page through a proxy server the receive
Senior Executives are hiring coaches in increasing numbers, and for a wider variety of reasons.
In the past, coaching was viewed primarily as a remedial tool for executives whose careers were skidding. Today more and more leaders use coaches on a consultative basis, for everything from accelerating leadership transitions to facilitating board, shareholder and employee relations.
Today’s leaders proactively seek coaching to build on strengths, accelerate initiatives and identify potential derailing obstacles before they cause serious damage
While locating a coach may be as simple as asking a colleague or entering a few words in a search engine, finding the right one for your specific needs can be a bit more difficult.
So how do you locate a coach with the right skills and expertise that match your needs? And once you get started how can you work with your coach to benefit the most from the experience?
Over many years of working with senior executives, we have formulated 9 practical suggestions. To gain the most from your coaching experience, follow these guidelines:
1. Define your goals What are your most immediate goals? What long-term results are you seeking? By considering your objectives in advance, you’ll more rapidly identify the best person to work with.
Some common reasons why Executives seek coaching:
- accelerate career advancement
- increase leadership effectiveness
- improve presentation and communication skills
- improve negotiation skills
- reduce stress
- enhance career transitions
- provide insight for more objective decisions
- improve interpersonal and team relationships
- assist with crisis or change leadership
- help lead culture change
- enhance executive hiring decisions
- improve delegation and reduce time constraints
- plan retirement or the next career
You want a coach who listens. The best coaches are objective and unbiased. They save insights and recommendations until they have listened, assessed and fully understood your situation.
There’s no formula for assessing rapport in advance. And no credentials or testimonials will allow you to figure this out. You’ll get a “gut feeling” in your initial conversation or two whether this is the right collaborative relationship. If the feeling isn’t there, don’t make the assumption that things will get better over time -- keep looking.
3. Be Yourself
The right coach will help bring out your best, not try to change you into someone else. One sure way to recognize a poorly trained coach is if he or she recommends a categorical change based on a textbook standard. Experienced coaches can pinpoint specific areas where a small change can lead to a significant result.
There’s no point in trying to become someone you’re not. You’ll squander precious energy and become less effective. The right coach won’t try to change you just for the sake of change. Find a coach who’ll help you be your best self.
4. Look for a positive focus
A coach is there to help you improve your game, not to ferret out and fix every flaw. The best results are achieved by focusing on strengths, not weaknesses.
Of course the right coach will help you identify and correct major stumbling blocks to progress. However, the primary focus should be maximizing your strengths, so that your weaknesses become irrelevant.
5. Confidentiality Is Key
A sense of trust and safety is critical to a productive coaching experience. Coaching isn’t therapy, but you should feel comfortable revealing any relevant information to your coach.
It’s not uncommon for personal issues to arise that are not entirely business-related, but affect outcomes for better or worse. Make sure your coach has a confidentiality policy with which you’re comfortable.
6. Look for Psychological Savvy
While advanced degrees aren’t any guarantee of effectiveness, a psychologically informed coach can help you use interpersonal dynamics to finesse conflicts and reduce any negative impact on company performance.
A good coach will be multifaceted – able to combine one-on-one coaching with effective team intervention as needed. Knowledge of both interpersonal and group dynamics is important to successful outcomes.
7. Value Honesty
The best coach isn’t afraid to tell you the things you need to hear
Remember, the higher up you are in the company, the harder it is to get honest information. People around you have a vested interest in keeping you happy. Many of them may also fear a “kill the messenger” response.
It’s easy for coaches with minimal training to fall into a trap of giving feel-good answers. After all they risk being fired if they give advice the client doesn’t like.
Dr. Steven Berglas, former Harvard psychiatrist and instructor at UCLA’s Anderson school, explained in an interview with Chief Executive Magazine, “A lot of times consultants and coaches are deemed great because they’re adding syrup to a sundae. They just go along; they’re ‘gaysayers’ and proponents.” The CEO may feel good, but little progress is made. In fact, according to Berglas, an “alarming number” of coaches who lack psychological training hurt their clients more than they help them.
Instead of looking for consensus, weigh your coach’s input before you make your own decision. After all, that’s what you’re paying for.
8. Give your coach access.
Make it easy for your consultant to do his or her job. Allow ample rein to inquire, research, survey, whatever it takes to thoroughly understand the issues and, most importantly, get you the infor
Slow and steady used to win the races in past, but rarely a remarkable success story in modern world of deadly competitions. Now they can’t rule, can’t achieve, can’t make things happen. Mostly they are pushed aside mercilessly by those vigorous gentlemen who are always ready to jump forward and hit the target. A bitter truth to swallow. But there is no other way to super success now-a-days.SPEED – YOU NEED TO MASTER ITYou have entered a new world. It is a world of speed and manipulations. Speedier communication, speedier transport, speedier construction – speed everywhere. If you want to walk to your goal it will be ages before you reach there. Bill Gates the richest person of the world wrote a book named ‘Business at the speed of Thought’. Now some people want to m
Some common reasons why Executives seek coaching:
- accelerate career advancement
- increase leadership effectiveness
- improve presentation and communication skills
- improve negotiation skills
- reduce stress
- enhance career transitions
- provide insight for more objective decisions
- improve interpersonal and team relationships
- assist with crisis or change leadership
- help lead culture change
- enhance executive hiring decisions
- improve delegation and reduce time constraints
- plan retirement or the next career
You want a coach who listens. The best coaches are objective and unbiased. They save insights and recommendations until they have listened, assessed and fully understood your situation.
There’s no formula for assessing rapport in advance. And no credentials or testimonials will allow you to figure this out. You’ll get a “gut feeling” in your initial conversation or two whether this is the right collaborative relationship. If the feeling isn’t there, don’t make the assumption that things will get better over time -- keep looking.
3. Be Yourself
The right coach will help bring out your best, not try to change you into someone else. One sure way to recognize a poorly trained coach is if he or she recommends a categorical change based on a textbook standard. Experienced coaches can pinpoint specific areas where a small change can lead to a significant result.
There’s no point in trying to become someone you’re not. You’ll squander precious energy and become less effective. The right coach won’t try to change you just for the sake of change. Find a coach who’ll help you be your best self.
4. Look for a positive focus
A coach is there to help you improve your game, not to ferret out and fix every flaw. The best results are achieved by focusing on strengths, not weaknesses.
Of course the right coach will help you identify and correct major stumbling blocks to progress. However, the primary focus should be maximizing your strengths, so that your weaknesses become irrelevant.
5. Confidentiality Is Key
A sense of trust and safety is critical to a productive coaching experience. Coaching isn’t therapy, but you should feel comfortable revealing any relevant information to your coach.
It’s not uncommon for personal issues to arise that are not entirely business-related, but affect outcomes for better or worse. Make sure your coach has a confidentiality policy with which you’re comfortable.
6. Look for Psychological Savvy
While advanced degrees aren’t any guarantee of effectiveness, a psychologically informed coach can help you use interpersonal dynamics to finesse conflicts and reduce any negative impact on company performance.
A good coach will be multifaceted – able to combine one-on-one coaching with effective team intervention as needed. Knowledge of both interpersonal and group dynamics is important to successful outcomes.
7. Value Honesty
The best coach isn’t afraid to tell you the things you need to hear
Remember, the higher up you are in the company, the harder it is to get honest information. People around you have a vested interest in keeping you happy. Many of them may also fear a “kill the messenger” response.
It’s easy for coaches with minimal training to fall into a trap of giving feel-good answers. After all they risk being fired if they give advice the client doesn’t like.
Dr. Steven Berglas, former Harvard psychiatrist and instructor at UCLA’s Anderson school, explained in an interview with Chief Executive Magazine, “A lot of times consultants and coaches are deemed great because they’re adding syrup to a sundae. They just go along; they’re ‘gaysayers’ and proponents.” The CEO may feel good, but little progress is made. In fact, according to Berglas, an “alarming number” of coaches who lack psychological training hurt their clients more than they help them.
Instead of looking for consensus, weigh your coach’s input before you make your own decision. After all, that’s what you’re paying for.
8. Give your coach access.
Make it easy for your consultant to do his or her job. Allow ample rein to inquire, research, survey, whatever it takes to thoroughly understand the issues and, most importantly, get you the info
Limited Liability Corporations are a non-corporate form of business in which the owners actively take part in the management. They are protected against personal liability in case of organizational debts and obligations.Individual state law governs the creation of any LLC. Members are required to file documents with the Secretary of State. Many states require the filing of articles of organization. The LLC usually starts functioning on the same day that the articles of organization are filed. A filing fee is paid to the Secretary of State. Members have to be careful regarding the various costs that are incurred during the formation and registration of the LLC, to avoid paying repetitive costs and/or fees.These costs include the agent's fee, if any, and the initial incorpo
3. Be Yourself
The right coach will help bring out your best, not try to change you into someone else. One sure way to recognize a poorly trained coach is if he or she recommends a categorical change based on a textbook standard. Experienced coaches can pinpoint specific areas where a small change can lead to a significant result.
There’s no point in trying to become someone you’re not. You’ll squander precious energy and become less effective. The right coach won’t try to change you just for the sake of change. Find a coach who’ll help you be your best self.
4. Look for a positive focus
A coach is there to help you improve your game, not to ferret out and fix every flaw. The best results are achieved by focusing on strengths, not weaknesses.
Of course the right coach will help you identify and correct major stumbling blocks to progress. However, the primary focus should be maximizing your strengths, so that your weaknesses become irrelevant.
5. Confidentiality Is Key
A sense of trust and safety is critical to a productive coaching experience. Coaching isn’t therapy, but you should feel comfortable revealing any relevant information to your coach.
It’s not uncommon for personal issues to arise that are not entirely business-related, but affect outcomes for better or worse. Make sure your coach has a confidentiality policy with which you’re comfortable.
6. Look for Psychological Savvy
While advanced degrees aren’t any guarantee of effectiveness, a psychologically informed coach can help you use interpersonal dynamics to finesse conflicts and reduce any negative impact on company performance.
A good coach will be multifaceted – able to combine one-on-one coaching with effective team intervention as needed. Knowledge of both interpersonal and group dynamics is important to successful outcomes.
7. Value Honesty
The best coach isn’t afraid to tell you the things you need to hear
Remember, the higher up you are in the company, the harder it is to get honest information. People around you have a vested interest in keeping you happy. Many of them may also fear a “kill the messenger” response.
It’s easy for coaches with minimal training to fall into a trap of giving feel-good answers. After all they risk being fired if they give advice the client doesn’t like.
Dr. Steven Berglas, former Harvard psychiatrist and instructor at UCLA’s Anderson school, explained in an interview with Chief Executive Magazine, “A lot of times consultants and coaches are deemed great because they’re adding syrup to a sundae. They just go along; they’re ‘gaysayers’ and proponents.” The CEO may feel good, but little progress is made. In fact, according to Berglas, an “alarming number” of coaches who lack psychological training hurt their clients more than they help them.
Instead of looking for consensus, weigh your coach’s input before you make your own decision. After all, that’s what you’re paying for.
8. Give your coach access.
Make it easy for your consultant to do his or her job. Allow ample rein to inquire, research, survey, whatever it takes to thoroughly understand the issues and, most importantly, get you the info
Incorporating online is probably one of the easiest ways to incorporate your business. Incorporating online generally only requires standard information such as the names and addresses of the initial officers, and sometimes their titles. Incorporating online helps take care of all the steps required for the initial filing with the Secretary of State.By incorporating online many steps are taken care of on your behalf. Typically this includes a thorough corporation name search, the preparation and review your articles of incorporation, submission to the Secretary of State’s office, and payment to the Secretary of State’s office.Often times people will chose to incorporate their business online so that they don’t have to deal with the stresses of preparing their own docum
5. Confidentiality Is Key
A sense of trust and safety is critical to a productive coaching experience. Coaching isn’t therapy, but you should feel comfortable revealing any relevant information to your coach.
It’s not uncommon for personal issues to arise that are not entirely business-related, but affect outcomes for better or worse. Make sure your coach has a confidentiality policy with which you’re comfortable.
6. Look for Psychological Savvy
While advanced degrees aren’t any guarantee of effectiveness, a psychologically informed coach can help you use interpersonal dynamics to finesse conflicts and reduce any negative impact on company performance.
A good coach will be multifaceted – able to combine one-on-one coaching with effective team intervention as needed. Knowledge of both interpersonal and group dynamics is important to successful outcomes.
7. Value Honesty
The best coach isn’t afraid to tell you the things you need to hear
Remember, the higher up you are in the company, the harder it is to get honest information. People around you have a vested interest in keeping you happy. Many of them may also fear a “kill the messenger” response.
It’s easy for coaches with minimal training to fall into a trap of giving feel-good answers. After all they risk being fired if they give advice the client doesn’t like.
Dr. Steven Berglas, former Harvard psychiatrist and instructor at UCLA’s Anderson school, explained in an interview with Chief Executive Magazine, “A lot of times consultants and coaches are deemed great because they’re adding syrup to a sundae. They just go along; they’re ‘gaysayers’ and proponents.” The CEO may feel good, but little progress is made. In fact, according to Berglas, an “alarming number” of coaches who lack psychological training hurt their clients more than they help them.
Instead of looking for consensus, weigh your coach’s input before you make your own decision. After all, that’s what you’re paying for.
8. Give your coach access.
Make it easy for your consultant to do his or her job. Allow ample rein to inquire, research, survey, whatever it takes to thoroughly understand the issues and, most importantly, get you the info
Although the terms merger and acquisition are often used as though they are synonymous, they mean different things. The differences between a merger and acquisition are important to value, negotiate, and structure a client's transaction. Mergers and acquisitions both involve one or multiple companies purchasing all or part of another company. The main distinction between a merger and an acquisition is how they are financed.A merger happens when two firms, often of about the same size, agree to move forward and exist as a single new company rather than remain separately owned and operated. This kind of action is more specifically referred to as a "merger of equals." Mergers are often financed by a stock swap, in which the stock owners in both companies receive an equivalent quant
It’s easy for coaches with minimal training to fall into a trap of giving feel-good answers. After all they risk being fired if they give advice the client doesn’t like.
Dr. Steven Berglas, former Harvard psychiatrist and instructor at UCLA’s Anderson school, explained in an interview with Chief Executive Magazine, “A lot of times consultants and coaches are deemed great because they’re adding syrup to a sundae. They just go along; they’re ‘gaysayers’ and proponents.” The CEO may feel good, but little progress is made. In fact, according to Berglas, an “alarming number” of coaches who lack psychological training hurt their clients more than they help them.
Instead of looking for consensus, weigh your coach’s input before you make your own decision. After all, that’s what you’re paying for.
8. Give your coach access.
Make it easy for your consultant to do his or her job. Allow ample rein to inquire, research, survey, whatever it takes to thoroughly understand the issues and, most importantly, get you the information you need.
Locating the right coach for your needs can be tricky but these guidelines can increase your chances for success. They will help you launch an ongoing, beneficial partnership with your coach and keep it that way. With the right collaboration, you’ll find that you can significantly compress the time you need to achieve your most important goals.
© 2007 Dr. Robert Karlsberg & Dr. Jane Adler
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