Anyone that has the ambition to climb to the top of the corporate ladder will have to accept the fact that the road is tough and competitive. Modern businesses understand the fact that only the most innovative, productive and creative companies will survive in the global market place. That is why they go to great lengths to identify individuals with exceptional potential and talent. In many cases executive coaching services are employed to nurture such talented individuals and to prepare them for increased responsibilities.
Newly appointed managers often have to accept a leadership role in teams that consist of people that were formerly their peers. This transition is not always easy. A mentor can help the newly appointed manager to adapt to his new role. The mentor will also steer the mentored individual towards personal growth and increased productivity. Another important role of the coach is to help the manager to achieve self fulfillment.
However, it is not only newly appointed or potential managers that can benefit from mentorship. Many corporations employ coaches for their senior managers too. The role of the coach is to help the client to remain innovative and to keep growing on both a professional and personal level. Many senior managers are in danger of becoming stagnant and they need to be stimulated to remain focused and competitive.
It would be a mistake to expect a coach to provide practical advice on how to manage or how to achieve the goals of the organization. That is the role of the manager. The role of the coach is to help the manager to discover solutions to dilemmas, to apply techniques that will lead to effective decisions and to act as facilitator and motivator.
The cost of a mentor can be very high, as much as the cost of hiring a top notch lawyer. It must also be understood that mentoring is time consuming. The mentor must establish a relationship with the client and this takes time. Many companies therefore only appoint coaches for those individuals that are deemed to be pivotal to the future success of the enterprise.
The appointment of a coach should be undertaken with great circumspect. Coaches often enjoy a privileged relationship with their clients. They sometime exercise tremendous influence and can actually indirectly affect the decisions made by the client. It is therefore important to choose a coach with an outstanding reputation. Care should also be taken to make sure that the coach is properly qualified and that he is an accredited member of authoritative industry bodies.
It is vitally important that a coach is briefed in detail on matters such as organizational culture, the management structure and the purpose of the coaching. The coach should also be briefed on the individuals that will be coached. It may be important to enter into a written agreement that details the goals that must be achieved and that compels the coach to maintain the relationship as confidential.
Business success on a global scale requires companies to reinvent themselves continually. It also requires leaders that are innovative, creative and energetic. A coach can help managers at all levels to remain motivated, to grow in confidence and to generally become better leaders and managers.
Newly appointed managers often have to accept a leadership role in teams that consist of people that were formerly their peers. This transition is not always easy. A mentor can help the newly appointed manager to adapt to his new role. The mentor will also steer the mentored individual towards personal growth and increased productivity. Another important role of the coach is to help the manager to achieve self fulfillment.
However, it is not only newly appointed or potential managers that can benefit from mentorship. Many corporations employ coaches for their senior managers too. The role of the coach is to help the client to remain innovative and to keep growing on both a professional and personal level. Many senior managers are in danger of becoming stagnant and they need to be stimulated to remain focused and competitive.
It would be a mistake to expect a coach to provide practical advice on how to manage or how to achieve the goals of the organization. That is the role of the manager. The role of the coach is to help the manager to discover solutions to dilemmas, to apply techniques that will lead to effective decisions and to act as facilitator and motivator.
The cost of a mentor can be very high, as much as the cost of hiring a top notch lawyer. It must also be understood that mentoring is time consuming. The mentor must establish a relationship with the client and this takes time. Many companies therefore only appoint coaches for those individuals that are deemed to be pivotal to the future success of the enterprise.
The appointment of a coach should be undertaken with great circumspect. Coaches often enjoy a privileged relationship with their clients. They sometime exercise tremendous influence and can actually indirectly affect the decisions made by the client. It is therefore important to choose a coach with an outstanding reputation. Care should also be taken to make sure that the coach is properly qualified and that he is an accredited member of authoritative industry bodies.
It is vitally important that a coach is briefed in detail on matters such as organizational culture, the management structure and the purpose of the coaching. The coach should also be briefed on the individuals that will be coached. It may be important to enter into a written agreement that details the goals that must be achieved and that compels the coach to maintain the relationship as confidential.
Business success on a global scale requires companies to reinvent themselves continually. It also requires leaders that are innovative, creative and energetic. A coach can help managers at all levels to remain motivated, to grow in confidence and to generally become better leaders and managers.
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