"Most executives struggle to fulfil the responsibilities of their positions and are too busy and too stressed to step back and learn from their experiences or to implement changes to satisfy best management practices."

Michael Brenner, Executive Coaching for Managerial Excellence, ArthurHouse, 2007

Executive Coaching

Executive coaching with Sarah Christie

Sarah Christie works with her clients to address a range of issues. These include helping managers and leaders work towards specific professional goals, career transition, interpersonal and professional communication, performance management, organisational effectiveness, managing career and personal change, developing executive presence, enhancing strategic thinking, dealing effectively with conflict, building an effective team within an organisation, and more.

As an Accredited ACL Coach, Sarah also offers coaching exclusively focused around the principles of ACL; a particularly effective approach being to combine an ACL workshop followed by 1:1 ACL coaching. This is shown to be a powerful means of transferring the skills learned in the classroom into the real-life workplace.

Why should you hire an executive coach?

The reasons for choosing coaching are numerous. Today’s demanding business environment means that many executives have limited opportunity to devote time and energy to their own development. Many leaders are too task-focused and lack the time or inclination to learn how to connect with their teams, often leading to concerns about their leadership style. This may be a top talent who the company wishes to retain but has an identifiable need around their ability to communicate, or their general attitude.

A 2007 study revealed that respondents identified a variety of reasons for hiring executive coaches including:

  • Developing the leadership skills of high-potential people (86%)
  • Helping to ensure that newly promoted managers are successful (64%)
  • Developing the management and leadership skills of their technical people (59%)
  • Addressing behavioural problems among managers (70%)
  • Helping leaders resolve interpersonal conflicts among employees (59%)

“Most executives struggle to fulfil the responsibilities of their positions and are too busy and too stressed to step back and learn from their experiences or to implement changes to satisfy best management practices.”

Michael Brenner, Executive Coaching for Managerial Excellence, ArthurHouse, 2007

 

Measuring the effectiveness of executive coaching

A study into coaching outcomes revealed 5.7 times return on investment.* The research was conducted among 100 U.S. executives – 66 males and 34 females, each holding a position of vice president or above – who had completed coaching programmes of six to twelve months in duration. The executives who received coaching reported the following benefits (% = frequency impact reported):

  • Productivity (53%)
  • Quality (48%)
  • Organisational strength (48%)
  • Customer service (39%)
  • Reduction in customer complaints (34%)
  • Retention of those who received coaching (32%)
  • Cost reduction (23%)
  • Bottom line profit (22%)
  • Top line revenue (14%)
  • Reduced turnover (12%)

Those managers who received coaching also reported improvements in the following areas:

  • Relationships with line managers (77%)
  • Relationships with supervisors (71%)
  • Teamwork (67%)
  • Relationships with peer colleagues (63%)
  • Job satisfaction (61%)
  • Reduced workplace conflict (52%)
  • Improved commitment across organisation (44%)
  • Improved relationships with clients (37%)

*Study carried out by McGovern, Lindemann, Vergara, Murphy, Barker and Warrenfeltz with Manchester, Inc. 2001

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