Veja como você pode vencer desafios e adquirir novas habilidades com coaching executivo.

Executive Coaching can help you with: 1. Identify the clear outcome/goal, short term and long term. 2. Identify the hidden dynamics that have been coming in the way, belief systems, old patterns. 3. Understanding the 'Why' of the goal. 4. Evoking awareness for some new insights, learnings for the client and their situation. 5. Planning the actions with timelines and accountability. Clarity of goals, with a safe space provided exploring the unspoken, uncomfortable, revisit patterns and becoming aware of what needs to be reframed and finally work on translating Insights into Actioning. An Executive Coach partners to support the client to become aware and embrace their hightest full potential.

A haiku on identifying goals: Set goals, clear and bright, Coach guides your steps toward the light, Progress fuels your flight. To begin with a coach, first decide what you want to get better at—like talking, leading, or thinking. Your coach will help you set clear goals and plan steps to reach them. This way, you can see how you're doing and stay excited about getting better. "Decide what you want."

Executive coaching should always start with a session to set the agreement and vision for your coaching. Powerful coaching questions will help you to identify what makes your goals important to you, while also supporting you to identify what success looks like. An experienced executive coach will support you to deepen your self-awareness and set goals that push you out of your zone of comfort, so that you can get comfortable with the uncomfortable.

J'utilise pour mes clients exécutifs le Leadership Circle Profile©, un outil d'évaluation et de développement des compétences en leadership. Les résultats donnent une multitude d'informations basées sur la perception du client, mais aussi sur les retours de son entourage professionnel. Cela permet d'identifier les objectifs du coaching avec beaucoup de clarté et d'objectivité.

I would put the accent on coaching activity, the fact that we work with executives is a case. A first step is to clarify the role of coach and coachee, their remits and responsibilities. Second step is to define their future desired state. There are a series of exercises to do so. Remembering the future is one of them. Describe the situation and the emotion you are feeling one year from today. This journey has been a terrific success for you and you are living in the best possible future. It is time to celebrate. What are you celebrating, what are you proud of? Who helped you along the way? Who are you willing to thank? what are you learned and which burden you abandoned? Which habit have you acquired? What are the stepstones up to now?

In my experience changing the way we look at word feedback ( usually in a negative sense ) and thinking of it as a gift intending to help us grow is the first step. seeking feedback from those who have experienced working with us to know what we do well, what can be done differently, or the gaps in desired outcomes. it also sets an example for others in the team to be open to receiving and asking for feedback, and even change the way feedback is perceived in the team

Seeking feedback from others helps you understand how others perceive your performance and demonstrates your commitment to continuous improvement. Consider constructive feedback as an opportunity for growth and development. Feedback is a gift and you have a choice what to do with that gift. You can throw it in the back of your closet if you don't agree with it. Or you can approach it with curiosity and try out some new skills.

An important module of the Personal Branding process with my clients is the comparison of their self-image vs. the outside-image. I run for my client 5-6 confidential interviews with their long-term professional and private companions, discussing strengts, weaknesses and opportunities. Confidential? Yes. I allow the companions to speak their minds without any sorrow to damage the relationship, and present the aggregated results to my client. There is a huge development value in this.

Did you ever get feedback that you didn't like? This question is different from have you ever gotten feedback that you didn't agree with? Many leaders have gone through the Executive Coaching feedback process and gotten feedback they didn't like but was true from a perspective they may not have recognized. Part of receiving feedback is recognizing it for the value of a different or new perspective that you can learn from or at minimum at least have the awareness too. This is all part of seeking and embracing the gift of feedback.

Feedback is a form of communication that reveals the unspoken dynamics within your leadership. In executive coaching, the feedback process can be a lens through which you see the deeper connections—or disconnects—between your leadership style and your team’s needs. By engaging with feedback, you’re not just refining your skills; you’re actively shaping the culture and relationships around you. It’s about using these insights to build a more cohesive, responsive, and empowered team.

Here is the essence of the coaching: help the client though a process of personal evolution (sometime choppy, other scary). The importance of keeping the coachee at the center and keep a neutral, welcoming and non judgmental stance. Help the coachee to find her opportunity for grow expanding her perspective and encouraging the emerging of different perspectives and angles. The challenge for the coachee is to stay and recognize her emotions, feeling vulnerable but at the same time heard and seen in a protected space (the coaching space)

From the coaches perspective, this looks like having permission to interrupt, and to challenge your client. If things don't line up or if there is a gap, the coach should ask you what is happening? What's the connection? Coaching is a safe non-judgemental space to explore what is important, what we might be doing differently and what is going well. Coaching is not always easy, it can be hard, and make us think!

Le coach est un véritable partenaire pour son client, dont l'unique objectif est de voir ce dernier réussir. Il crée un espace d'échange sécurisé (un safe space) qui facilite les prises de conscience concernant un problème ou un défi, et rend le passage à l'action plus simple et plus engageant. Dans mes sessions de coaching, je m'efforce de faire expérimenter à mes clients de nouvelles façons de percevoir leurs défis : non pas comme des problèmes à résoudre, mais comme des opportunités d'élargir leurs compétences et d'apprendre de ce que ces défis apportent en tant que leçons de vie, afin de développer leurs compétences de leader. Cela apporte de la légèreté au coaching, presque un esprit de jeu.

Executive coaching provides a fertile ground to identify the real cause of the challenge, how it is impacting you and what's keeping the situation in place. Often we contribute to the situation thus maintaining it at status quo. Coaching helps us to explore our role in this situation. It gives us the platform to explore our beliefs and values and nudges us to create a strategy that woyld support us to create/find a solution that would work for us. Coaching is an excellent tool for problem solving and strategy creation specially when one feels stuck in a limbo.

Expanding your knowledge in executive coaching is like widening the lens through which you view your leadership role. It’s not just about gathering more information but about deepening your ability to adapt, innovate, and lead with confidence. Each new concept you explore adds depth to your thinking and agility to your decision-making. This ongoing process of learning keeps you sharp and ready for the challenges ahead, ensuring that you’re not just prepared for the present but equipped to shape the future of your organization.

Again emotions are key. Emotions are calling for actions but talk also of legitimate needs and expectations. the expansion of knowledge (about herself) is conductive to new horizon and possibilities.

1. In conquering challenges of executives, the coach looks into their personality to understand their strengths and weaknesses. Identifies any potential pitfalls that can impact performance. 2. He guides the executives through a variety of sessions and assessments leading to a working plan. 3. Data received from supervisors, peers, and direct reports form the 360-degree feedback which helps the coachee improve and excel. 4.Executive coaching has a high return on investment resulting in performance improvement and effectiveness. 5. Coach focuses on challenges and goals. He creates a space for psychological safety and a conducive environment. 6. Executives understand how their behaviours, shape their status and impact the organization.

To effectively put what you learn in executive coaching into practice , setting clear and achievable goals and committing to the process will create a safe space for implementation. During the coaching process , identifying a mechanism for holding yourself accountable and being held accountable by others will help to reinforce the importance of integrating the newly acquired strategies and skills into daily practice.

The essence of coaching conversations is an opportunity to become more aware of your way of thinking, deciding, behaving, acting etc. Understanding yourself better can help you choose thinking and actions that are most useful for your challenges. People learn most through experiencing, so coaching engagements are one part of your learning journey, your self-efficacy the other ...

CELEBRATE every achievement every step of the way this will help you program your mind to take action towards your destination

Reflection is essential for turning insights into actionable skills. With your coach, set aside time each week to review key moments: what went well, what didn’t, and why. Write down these reflections to track patterns and progress. This simple practice builds self-awareness, helping you see how your decisions and actions impact results. By consistently reflecting, you’ll be able to identify areas for improvement and make adjustments quickly, allowing you to tackle challenges more effectively and lead with confidence.

This is the part that many people (including me) often miss out on. This is where the real magic is when it comes to change. The more we reflect, iterate and adjust, the more we can achieve, learn and grow.

Une expérience devient productive et intégrée uniquement si elle est suivie d'une réflexion. C'est une pratique régulière entre le coach et le client. Voici quelques suggestions de questions à se poser : En quoi cette expérience a-t-elle été enrichissante pour moi ? Qu'ai-je appris sur la situation, sur les autres et sur moi-même ? De quoi suis-je particulièrement content(e) ? Que pourrais-je faire différemment la prochaine fois que je me trouverai dans une situation similaire ?