Today, we know that coaching is extremely effective. Its effectiveness is not disputed and to some extent the cycle of studying its reliability begins and closes. We know this both research, with specialized and published research, and empirically, in practice. What is needed, however, is their explanation. What do we mean, for example, when we say \u201cgrowth mindset\u201d or improvement in the ability to achieve demanding goals? <\/p>\n\n\n\n
In this article I want to analyze in depth the positive impact <\/strong>that Executive Coaching has in the perception, behavior and development of executives. That is, to understand accurately, the benefits of coaching that both the executives themselves and the stakeholders around them can observe. The expected results of executive coaching concern senior management executives who practice leadership<\/strong> (administrative people, not just mechanisms), solve problems<\/strong> and They make difficult decisions. <\/strong><\/p>\n\n\n\n At the end of the article I quote a number of surveys for those who wish to study this issue further. <\/p>\n\n\n\n The executives who enjoy the services of a coach systematically and methodically display the following elements: <\/p>\n\n\n\n The coachee, although he is an experienced executive with managerial abilities, improves his goal-setting skills even further. Because he learns to focus not just on what he wants to achieve but on his inner obstacles and inner strength. That is, in the aspects of his personality that are involved in achieving goals. This way it can achieve even the most demanding goals. <\/p>\n\n\n\n Just because they focus on the aspects of his personality, they enhance their self-awareness. They perceive themselves more fully, decode their behaviors, beliefs and emotions. Thus, self-control is enhanced and they work consciously. <\/p>\n\n\n\n Groups and organizations are complex systems for focusing solely on oneself. Alongside self-awareness, the coachee better understands the dynamics of his team, the organization and thus interacts more effectively with them. <\/p>\n\n\n\n By enhancing self-awareness and achieving demanding goals, self-control is also enhanced. Executives are not seduced by their emotions, on the contrary, they use them harmoniously in decision-making and regulate their behaviors. They reduce their impulsivity and function consciously. <\/p>\n\n\n\n As self-awareness and self-control are enhanced, the coachee can and does regulate his\/her behavior towards both himself\/herself and the team more effectively. That is, it understands which behaviors sustain the existing situation and replaces them with behaviors that lead to the achievement of goals. <\/p>\n\n\n\n Through self-awareness, awareness of team dynamics and system, self-control, and conscious decision-making, executives further develop their leadership proficiency. They go beyond models and tutorials and are essentially linked to what it means to be a leader. They develop a deep and robust leadership that harmonizes with the strong elements of their character. <\/p>\n\n\n\n The coachee connects harmoniously with the goals, acquires as we call the \"ownership\" of the goals whether they are assigned by the organization or defines them himself to resolve issues that arise during the leadership of his team. This connection turns into motivation, dedication, and activation to achieve the desired result. <\/p>\n\n\n\n As the success of the changes they implement is confirmed at every step, executives enhance their self-confidence. That is, the belief that they can achieve what they are seeking, the feeling that the chances of bringing the result are extremely high. This, of course, is presumed by their steady successes so far and does not lead to complacency or conceit. <\/p>\n\n\n\n Through systematic coaching, executives enhance their resilience. That is, they return to their consistently effective performance after failures and successes. They do not give up on a failure and do not overdo it (excessive effort, complacency) after a great success. This ensures their long-term effectiveness. <\/p>\n\n\n\n The coachee develops healthy and positive mechanisms for coping with stress that facilitate both the achievement of his goals and his personal development in general. That is, he learns to take care of both the problem itself that has arisen and the mental charge it causes. The most effective ways are taking care of his well-being, redesigning actions and solutions, accepting change of plans, the fastest possible resolution without impulse and seeking support inside and outside the organization. <\/p>\n\n\n\n Overall, through coaching, what we call a \u201cdevelopmental mindset\u201d is installed and further developed. That is, the logic of continuous personal and professional development through self-improvement and change. Experienced managers learn to constantly learn and evolve, through every step. They seek their imperfections and work on them with awareness and optimism. <\/p>\n\n\n\n Coaching alone is not a magical recipe for success that works automatically in every coachee and organization. A number of factors can affect its effectiveness. The experienced coach will carefully investigate the conditions and evaluate the prognosis of an intervention according to the criteria of effectiveness and ethics. <\/p>\n\n\n\n In the article Executive Coaching: judge<\/a>success and effectiveness thresholds<\/a><\/strong> I analyse one by one the seven criteria that ensure the success of an intervention.<\/p>\n\n\n\n <\/p>\n\n\n\n Today, we know that coaching is extremely effective. Its effectiveness is not disputed and to some extent the cycle of studying its reliability begins and closes. We know this both research, with specialized and published research, and empirically, in practice. What is needed, however, is their explanation. What do we mean, for example, when [...]<\/p>","protected":false},"author":2,"featured_media":1550,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[8],"tags":[22,10,92,30,91,87,89,83,84,85,86,88,20,90],"class_list":["post-137","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles-petrascoaching-gr","tag-coach","tag-coaching","tag-coaching-","tag-executive-coaching","tag-growth-mindset","tag-87","tag-89","tag---coaching","tag-84","tag-85","tag-86","tag-88","tag-20"],"blocksy_meta":[],"acf":[],"_links":{"self":[{"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/posts\/137","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/comments?post=137"}],"version-history":[{"count":5,"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/posts\/137\/revisions"}],"predecessor-version":[{"id":1551,"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/posts\/137\/revisions\/1551"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/media\/1550"}],"wp:attachment":[{"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/media?parent=137"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/categories?post=137"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/petrascoaching.gr\/en\/wp-json\/wp\/v2\/tags?post=137"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}The qualitative and observable results of coaching:<\/h3>\n\n\n\n
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Let's break them down one by one:<\/h3>\n\n\n\n
Improvement in achieving demanding goals<\/h5>\n\n\n\n
Enhancing self-awareness<\/h5>\n\n\n\n
Enhancing system awareness <\/h5>\n\n\n\n
Self-Control Enhancement<\/h5>\n\n\n\n
Development of new behaviours<\/h5>\n\n\n\n
Further development of leadership skills<\/h5>\n\n\n\n
Mobilization and activation towards the goals. <\/h5>\n\n\n\n
Enhancing self-confidence<\/h5>\n\n\n\n
Strengthening resilience.<\/h5>\n\n\n\n
Effective Stress Management<\/h5>\n\n\n\n
Establishment of a \"growth mindset\".<\/h5>\n\n\n\n
Coaching is not a magic recipe<\/h3>\n\n\n\n
References and indicative bibliography:<\/h3>\n\n\n\n
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