Executive coaching in brief:

• Failing leadership costs a company or organization a lot of money and is frustrating for all parties involved.
• By helping a new executive or manager get started, this person can leave a positive mark on an organization. Amrop offers an executive onboarding program for this purpose.Even after this, it
• can be good if an executive or manager can occasionally spar about issues that concern him or her. Amrop offers executive coaching to fulfill this function.

Executive coaching is designed to strengthen leadership

Executive coaching is a form of support for individuals or teams in strengthening their leadership. Leaders who are aware of their added value dare to take positions, radiate self-confidence and are perceived as authentic. This ensures more effective leadership and better results for the organization.

In addition to providing support for more effective leadership, an executive coach can also help set up a good program for the first 100 days of a director or manager when he or she starts in a new position.

An executive coach helps with leadership, a business coach with business processes

The terms “executive coach” and “business coach” are still sometimes used interchangeably. Yet an executive coach is not the same as a business coach. A business coach helps to optimize business processes. Questions that come into play are:

• How can you ensure that the company offers the right products or services?
• What markets might be of interest to the organization?
• How can you improve the profit margin?

An executive coach, on the other hand, helps strengthen the leadership of an individual or group. This involves questions around personal leadership styles and how to deal with change.

Executive coaching focuses on leadership issues

An executive coach helps a director or manager take a clear position in the company or organization. An executive coach also helps determine how to be effective as a leader. What do you run into while working? What personal leadership style do you feel comfortable with? Are you more transactional or more transformational oriented?

This will include:

1. Gaining insight into the current situation: what is going on, what challenges are on the agenda?
2. Gaining insight into the desired situation - what assignment was given to the director and when was it successfully accomplished?
3. Laying the foundations for a strategic plan.
4. Working on strengthening authentic leadership.
5. Coaching in the area of stakeholder management.

Executive coaching offers reflection for positions at lonely heights

It's lonely at the top. Many executives and managers realize this when they have assumed high and responsible leadership roles. Many leaders do not have a sparring partner around them with whom they can reflect. They are on their own.

An executive coach can fulfill this role of sparring partner. The coach can look from some distance at the organization, the challenges in the market and the leadership style of the manager or director. This provides a good mirror. An executive coach can also help to make a successful start in a new role or reflect on future career steps.

Effective leadership means more impact

The more focus a leader has and the better he or she knows his or her own strengths and weaknesses, the more impact he or she can bring.

The higher the position, the more difficult cases will land on the desk. Leadership is about someone daring to make choices. Sometimes this requires uniting the incompatible. To be able to do that, an executive must be strong in his/her shoes.

With the use of executive coaching, more impact can be made in the short and longer term. Through a good integration of a new leader in an organization and a supported, realistic and achievable strategic plan, direct progress can be made.

Duration of a trajectory depends on the goal

Amrop offers different forms of executive coaching.

1. Executive onboarding for a flying start

Amrop can help an executive or manager get started in a new position. The pressure in those first few months is high. The tendency to move on without taking time for reflection is high.

However, research by McKinsey shows that 35% to 40% of new executives in a company experience disappointing performance within 2 years of starting. This is a waste of time and energy and also costs an organization a lot of money.

During the executive onboarding process, coaching takes place both on the strategic assignment the new leader has been given and on a personal level. During the first three months, for example, help is given with creating a clear vision and a strategic plan with which the new leader can present himself to the organization. Regular sparring sessions are then held to reflect on the leader's own leadership style and the challenges facing the organization. An executive onboarding process takes about a year.

2. Executive coaching for more effective leadership

For executives who have been in an organization for some time, reflecting and sparring with a coach remains important. The executive often indicates when there is a need for coaching. Such a program has no structural contact moments and usually lasts no longer than three years.

Executive coaching is popular due to increased pressure on directors

Leadership is expected of a (new) manager, director or director. The new leader must bring focus and make decisions - even on the basis of limited available information.

Leadership means that an executive must be able to deal with this pressure. Reflection is very important here. An executive coach can serve as a sounding board and, in the first months after starting a new position, also as a coach in determining strategy.

A good coach knows his or her role

An executive must manage and lead; a good executive coach must coach. A good coach knows the challenges facing a (new) manager and knows how to hold up a mirror to him or her at the right moment. Together with an executive coach, a manager, director or board member builds a solid foundation on which the strategy can be built. In addition, the coach is there whenever a director needs a sounding board. This enables a director to fulfill his or her mission with focus and confidence.

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