Good CEO coaching should be tailored specifically around the CEO’s needs. Like every individual, every CEO is different and has a different set of challenges. To understand those challenges, the coach themselves should ideally have specific experience at management level within a corporate environment, and with strong business, industry, and cultural intuition. It can otherwise be difficult for the coach to appreciate the pressured and political environment the CEO operates in.
What challenges are CEOs facing today?
Leading themselves, as well as the organisations they run, is often a mysterious, messy and rarely simple process. With the winds of change blowing through global corporations today, CEOs and their executive teams face enormous challenges in order to sustain high operating results.
Some of these challenges include globalisation, economic and political change, tougher governance and stringent regulations. All of which make realising shareholder value increasingly challenging.
Unfortunately, it’s usually only when a business is being challenged, that a red flag is raised around the CEO or the leadership team’s behaviour and how that needs to shift. Ideally for the CEO, clarifying what it is he/she and the organisation stand for upfront, and identifying areas where support is required, should be intrinsic to their career progression, and not simply a knee-jerk reaction to poor performance.
How can CEO Coaching make an impact?
More than 50% of CEOs seldom receive honest external feedback on their leadership behaviour. Yet research has shown that almost all would be receptive to suggestions from a coach to recognise and work with their leadership blind spots.
Blind spots in leadership behaviour can become harmful to business performance, and when performance and revenues reverse, coaching can become a clear reality check for executives on how they are behaving as leaders.
Executive coaching provides the CEO with a confidential, safe space to explore various leadership topics and unearth these blind spots, including, amongst other elements, defining a clear Company Vision; creating an honest, interactive business Culture; focussing on Strategic Priorities and Deliverables; ensuring peak Performance across teams; and orchestrating Transformational Change across the organisation, where required.