Leadership is becoming more widely recognised as an invaluable skill both at work and also in your home life. But if we’re not all born leaders how do we go about becoming a leader and more specifically an effective one? Executive education could be the key we are looking for. Executive coaching is about enhancing the efficacy of leaders, and more specifically, it has to do with expanding their capacity to direct and also affect the efficiency of the people, groups and the divisions they lead.
Largely speaking there are three classifications of executive coaching: behavioural change training, personal productivity coaching, and ‘energy’ training.
In this short article we will quickly outline each of these coaching styles and clarify the pay offs that come from the behavioural training approach, so people can more thoroughly make sense of what behavioural training is, as well as why it is most likely the most effective executive training method out there for career executives aspiring to develop expanded effectiveness in their capability to improve the output of the teams and departments they lead.
Personal productivity coaching
Personal productivity coaching is about assessing areas of efficiency, efficacy and personal output, in a nutshell, it’s about empowering executives to do even more by prioritising more competently, making the utmost out of modern technological advances, obtaining a clearer understanding of their aims and so forth, so the focus is on the executive.
Energy coaching
Energy training has to do with exposing and moving beyond inhibiting assessments and emotionally charged reactions, as well as changing them with constructive, empowering views that bring about even more valuable and congruent action, so the emphasis is on the personal empowerment of the leader.
Behavioural coaching
Behavioural coaching differs from the previous two methodologies in that it has to do with objectively assessing a leader’s individual leadership manner, and also the manner in which this alters their capacity to perform with and via others, in order to help their people to fulfill their individual KPI’s.
So behavioural training varies from the previous 2 coaching methods in the sense that the emphasis is on determining and quantifying the impacts a person’s leadership behavior has on the functionality of others. To put it simply, it’s about training the leader to become much more effectual at helping other people to help them to be more productive, as opposed to trying to be more and more efficient on your own.
Ideally, behavioural coaches like to collaborate with already successful leaders, to aid them to grow into even more successful leaders. Also the case for behavioural coaching being better compared to various other types of executive coaching is that many successful leaders are already fairly competent in directing their own energy as well as individual work productivity, yet may not recognize how their personal leadership behavior influences the individual achievement of their accountable team leaders, teams as well as their whole division. To put it simply, while they’re extremely competent achievers in their own right, they may be ignorant of the way in which their individual leadership style affects others.
By recognizing their leadership type and guiding the leader on an examination into how this influences their ability to work with and also through others, behavioral coaches can help executives to eliminate previously unknown barriers to performance and output, both reliably and swiftly.
So, how long would you expect it to take to accomplish measurable change in the performance of a leader through behavioural coaching? You may be surprised to read that it’s generally about 6 months. This is a fairly short time period when the end result is a capacity to routinely and also dependably cause powerful advantages within a team and a company.