Performance coaching has become mainstream in several industries over the past few years as companies strive to maximise their leadership talent potential. However, the growing demand for business coaching has created confusion between executive coaching and therapy between HR leaders and senior management.
Many organizations are eager to invest in the potential of their employees. However, many of the leaders in these organisations are not always convinced of what methods to offer or the appropriate range of services to be covered by business coaching. These organisations can be confused about the difference between therapy and coaching.
Executive Coaching & Facilitation Vs. Therapy
A typical misunderstanding about executive coaching is that it is a therapeutic relationship similar to counselling. The truth is that therapy and coaching are two separate disciplines. When an organisation provides managers with access to both coaching and therapy, it’s important to understand the differences and use these services to make your business successful.
Coaching focuses on helping people who are already functioning at a high level. It’s also proactive – helping workers and leaders advance their careers and maximise their potential in the workplace. Coaching is not a recovery activity. It is mainly used by people who are already performing at a high level and want to be more successful and efficient at work.
At the organisational level, coaching programs should be designed to help drive the outcome of certain strategic goals. Do not just provide coaching simply because. Think strategically about what you want your people’s coaching sessions to achieve.
While executive coaches still maintain client confidentiality similar to a therapist, there aren’t many limitations on how frequently clients and coaches should have contact between sessions. In fact, coaches often encourage clients to maintain regular communication between sessions. Continuous conversation and exchange between the coach and the client is part of the process of achieving results.
Clients typically devise a specific timeline of goals and assessable progress they want to achieve during their executive coaching sessions. Results may not be numerical but may consist of specific projects or milestones.
Coaching is less complex, and the confidentiality factors are often related to treatment. To determine if an employee can benefit from coaching, consider the context of why they need help. If your organization is considering providing executive coaching to promising leaders, the executive coaching program includes specific goals and timelines that enable continuous communication and services that talent requires. Make sure it is suitable for their level.
It is evident that executive coaching is highly beneficial to any organisation. The return on investment will be great! Are you interested in taking your executives to the next level in their careers? Book your complimentary session with Integrative Coaching today!