By Dr. Travis Feezell, Senior Consultant
“You’re an executive coach... What do you actually do?”
It’s a question I get often, and I’m certain it’s because the label seems to be everywhere in the LinkedIn universe. There is no shortage of self-advertised coaches, and all seem to have a unique approach and product. Certainly, coaches have distinctive tools and frameworks, but true executive coaches are called to a singular purpose: whole-person leadership development.
An executive coach is a partner and facilitator for individuals to develop effective leadership influence. An executive coach sets the context for probing conversations and commitments so an individual can become the best version of a leader in the present and emerging leadership context. That’s the role. Teacher. Mentor. Partner to a better leadership future.
Perhaps executive coaching can be best understood through an examination of what it’s not:
An executive coach is not a strategic advisor.
A strategic advisor works with clients to examine current professional context, and works to logically sequence the client’s or organization’s actions to meet short- and long-term goals. The conversation between advisor and client is grounded in context-specific situational problem-solving: if “x” happens, “y” is likely to occur. Executive coaches do utilize situational experiences, but the focus of doing so is to illustrate and examine the way in which the client’s leadership impacts and motivates others.
An executive coach is not a life coach.
Life coaches work with clients to help them discern what makes a joyful life. Typically, life coaching is centered upon a particular life goal or navigating change related to transition. Certainly, work and work relationships can be part of that life coach conversation, but the focus is on personal fulfillment, not leadership effectiveness.
An executive coach is not a career coach.
Career coaches work with clients on their professional trajectory, supporting their efforts to achieve their next professional goal or discern of the best organizational title. Executive coaching can include discussions of next positions and opportunities for development, but focus remains on the effectiveness of leadership relationship regardless of organizational position. Executive coaches see leadership influence as the primary result of coaching … and that leadership influence can spring from the lowest or highest rung of the organizational hierarchy.
An executive coach is not a therapist or counselor.
Executive coaches care about the holistic well-being of clients in the context of their leadership development, but they are not a substitute to for mental health professionals who can help clients cope with stress, trauma, and other critical elements of well-being. Many people experience increased wellness through executive coaching, but this is an ancillary outcome.
An executive coach is not a cheerleader.
Executive coaches celebrate wins, but the best coaching environment is one of constant challenge which asks the client, “Can it be done better?” or “What could be different?” An executive coach recognizes that there are leadership gains and plateaus, but sees the leadership effectiveness journey as never ending.
In summary:
If strategic advisors focus on the “what” … what I should do?
If life coaches focus on the “who” … who am I really?
If career coaches focus on the “where” … where should I be professionally?
If cheerleaders focus solely on celebration of achievement…
Then executive coaches are focused upon the HOW.
How shall I lead effectively in this moment and in future moments?
How shall I motivate others?
How will I relate best to others to form partnerships focused on shared outcomes?
How is my current approach preventing me from being my best leadership self?
Who can benefit from Executive Coaching?
While professionals find value in executive coaching for all sorts of reasons across a variety of points in their careers, there are a few timeframes in which coaching can be particularly impactful:
- In periods of transition: Have you recently accepted a more senior role? Have you moved to a different institution? Do you have oversight for a division or department for the first time? Are you aspiring to greater levels of leadership, but aren’t quite sure if you’re ready? All these moments of transition are valuable windows in which to engage an executive coach to support your leadership discernment.
- In periods of stagnation, conflict, or change: Do you feel stuck professionally? Are you navigating an environment rife with conflict and instability? Are you working to evolve your own leadership appropriately through organizational change? In these situations, engaging an executive coach to help you anchor in a better understanding of and connection to your own leadership can provide a powerful path forward.
At Credo, we provide executive coaching so you can effectively exert leadership influence and collaborate more effectively with those in your professional orbit. In this time of complexity and tension in higher education, don’t we all need to be better leaders?
