The Evolution and Impact of Executive Coaching on Teams

Following on from my article about the effect of executive coaching on executives, it also has a positive ripple effect through their organisation.  Coaching is about learning. It is more than training, it looks to change behaviours and utilise new skills. Unfortunately, very few training courses measure whether any change has been delivered once the course is finished. Our coaching methodology is to measure change.  

1. Introduction to Executive Coaching: 

Executive coaching is defined as a targeted and collaborative professional development process aimed at unlocking an individual's full potential and maximising effectiveness in their role. Its popularity has surged in forward-thinking organisations due to its concentrated focus on the executive. To expand that thought in this second article, what should be the aim, or the outcome for the team or direct reports to the coached executive or leader? 

The generally stated aim of the team is to align with the goals of the organisation and the department, and to work collaboratively to deliver the objectives.  

2. Benefits of Executive Coaching on their own Leadership Team: 

One of the two major reasons for staff leaving their current company is their relationship with their direct supervisor. If salaries and benefits are much the same, then this relationship will affect decisions to go or stay.  The executive will always set the culture for the team – deliberately or by default. Coaching of the executive can uncover issues and help the leader to address them.   

The influence of executive coaching extends beyond individual development; it significantly impacts the dynamics and performance of the executive's team. A well-coached executive becomes a catalyst for positive change within their team through several key mechanisms. 

Communication is a key competency of a leader. The leader needs to paint the vision with enthusiasm and share that vision with the leadership team - often.  

A coached executive is better equipped to transfer enhanced leadership skills to their team. Effective communication, strategic thinking, and emotional intelligence are qualities that, when cultivated through coaching, create a more engaged and motivated team. This is both by example and by deliberate coaching of their team.  

Executives undergoing coaching often contribute to shaping and reinforcing the organisational culture. As a result, the positive changes in leadership style and behaviour influenced by coaching permeates through the team, fostering a culture of continuous improvement and adaptability.  

A coached executive is likely to possess a heightened sense of self-awareness and interpersonal skills. This, in turn, contributes to improved team dynamics, increased morale, and higher productivity. The team benefits from a leader who can effectively navigate challenges and provide support. We all want a senior most leader who ‘has our back’. This is particularly important where the organisation   is going through change.  

Executive coaching equips leaders with conflict resolution skills, fostering a collaborative environment within the team. The coached executive becomes adept at facilitating constructive discussions, leading to more innovative problem-solving and a healthier team atmosphere. 

A coached executive understands the value of empowering team members and investing in their professional development. This leads to a more motivated and capable team, as the executive actively supports the growth and success of individual team members.  

Organisations benefit from a coached executive's focus on talent development and succession planning. The executive, attuned to the importance of grooming future leaders, contributes to the stability and long-term success of the team and the organisation as a whole. Succession planning is a major focus now, as the senior roles are expanding in numbers and more is expected of each person. 

The positive changes instilled through executive coaching create a ripple effect within the team. As the executive models growth, adaptability, and a commitment to continuous improvement, team members are likely to adopt similar attitudes, creating a positive feedback loop of development and success. 

In essence, the impact of a coached executive on their team is profound, fostering a collaborative, empowered, and high-performing group that aligns with the organisation's goals and contributes to a positive workplace culture. 

3. Sports Coaching vs. Executive Coaching: 

In this context sports coaching is about teaching new skills and behaviours and correcting actions. When the coached executive is in ‘sports coaching’ mode, they are often balancing training with coaching. Bringing the leadership team together to work on a topic, ensuring that they have agreed goals and outcomes, and correcting by asking questions rather than giving the answers immediately is the role of the leader/coach. This is often a difficult skill for the coached executive to learn, especially if they have been promoted from an expert role. Recognising that their role as executive is different from their role as expert and to value themselves as executives is part of this journey.  

4. Leadership and Performance Improvement: 

While many coached skills are considered 'softer' and harder to measure, research indicates significant returns. The PriceWaterhouseCoopers Global Coaching Survey in 2011 found a 7x return on investment for organisations. The Manchester Review in 2012 reported a 44% improvement in work performance and a 36% improvement in teamwork, highlighting the effectiveness of goal-oriented coaching. 

Where the executive coach is using the lessons learned on their own direct reports and so on through the organisation we can see that the organisation can easily get a 7x return on investment.  

In conclusion, executive coaching will allow the executive to grow in leadership skills and competencies. The aim is to maximise their potential.  In addition, those changes of behaviour and of leadership style will permeate positively through the organisation leading to more engaged staff who enjoy their work as well.