We often hear this in our conversations with managers, sometimes also from HR managers. We also often hear it in the form of an unconscious belief. Coaching is for the sick, it’s like therapy.
We beg to differ. Isn’t it the top athletes who have the top coaches? So why shouldn’t your best managers also have top coaches?
Three reasons why coaching is just enough and necessary for top executives:
- Depth: Your top managers gain independent and deep insights and experience into what drives people and themselves. This broadens their view of the big picture and brings stability and energy to the company.
- Efficiency: good coaching makes efficient use of the limited time available to top managers. It helps them to move quickly to the meta-level with a concept and plan and to focus on the essential things for the company and themselves
- Sustainability: The strengths of top executives are anchored much more systematically and sustainably on a personal, emotional level through coaching. This increases the flexibility, resilience and resilience of your top manager
- Effectiveness: Coaching takes 1 to 2 hours at intervals of 1 to 4 weeks. This very short time commitment and the comparatively very low costs are often accompanied by a disproportionately high level of effectiveness in the company – a lot of energy, stability, fun and success are created.
Conclusion: Give your top managers top trainers, top coaches with depth in their craft and, if possible, many years of leadership experience!