If a leader is willing to make a long-term commitment to her development, the combination of leadership and coaching can present a unique opportunity for self-actualizing.
Executive leaders are responsible for maximizing the contribution of leaders at all levels. If a subordinate leader fails in following your strategic direction it could feel like there is an irreconcilable conflict between being tolerant of mistakes and holding team members accountable. But executives who are truly committed to empowering subordinates will always make a change.
Executive leadership is faced with the challenge of maximizing the contribution of leaders at all levels. To get more initiative and innovation from followers, you may have to change how you communicate strategic intent.
The purpose of executive coaching is to achieve a business outcome. Unfortunately, clients and coaches often confuse the tool (coaching) with the outcome, making measurement of coaching’s impact unclear.
As specialists in adult development and workplace behavior change, The Bailey Group understands the core principles necessary to achieve successful organizational transformation.
High achieving executives are vulnerable to the belief that working harder and taking personal responsibility is the answer to building a culture of accountability. Unfortunately, these two strategies only reinforce the problem.