The case for coaching: How outside insights make us better

I’m one of the lucky ones who can do what I like every day. I coach leaders across the United States to be better communicators, business owners and employers, providing them with custom goal plans so they will reach their next level of performance (while finding more joy in their work!)

An entrepreneur considering investing in coaching recently asked, “How important is 1:1 coaching to the personal and professional development of a business owner?” and “Can you share an example of a goal you set after a coaching session?”

Today I would love to share my answers with you.

How necessary is individual attention for a person to learn and grow? Of course, it’s a bit like asking a baker if it’s price baking bread. I’ll say that coaching is very necessary, each as children and as adults.

Here’s why: none of us can see ourselves the way others do. We often forget about our beautiful, natural gifts (and yes, all of us have them, and if they are overused, they will change into weaknesses). We may miss some weaker points that may be price addressing sooner fairly than later if we do not have a trustworthy guide to assist us in the process.

We look at the world, but we cannot observe our own energy and behavior as easily as others see us, and this affects the success of our corporations.

The excellent news is that we are able to speak in confidence to others who share their observations about us. Sometimes this takes place in a more formal coaching relationship, and other times family, friends or colleagues shed light on how our behaviors and communications impact them.

Individual coaching (executive coaching) is difficult territory. Some individuals who need to share advice with us don’t have our greatest interests at heart. They may care more about themselves and what they get from interactions than what we get from communication. Some people would love us to consider that they will guide us fairly and competently, but they are not qualified to do so or could also be blind to their very own limitations.

So buyer beware! Don’t be too quick to consider praise OR criticism if you have not thought through the coach’s skills and motivation.

Choosing someone you possibly can trust involves risk. So consider whether you think the coach you are selecting is:

• Ethical: Aware of one’s own strengths and limitations.
• Experienced: You have guided others through similar challenges you are facing.
• Brave: Brave enough to shoot straight, but never callous or condescending in communication.

At Gladieux Consulting, which I founded 20 years ago, we work with many adults who didn’t have a role model in their youth, in addition to many happier individuals who did. Regardless of your upbringing, you possibly can cultivate your personal learning at any age. Mentors will also be found if someone desires to do some worthwhile things comparable to:

1. Discover information about your strengths as a communicator and where you should put more effort to get better results.
2. Accept each objective and subjective data about yourself (objective data may include assessing your personality or performance; subjective data may mean asking others how they perceive you).
3. Trust a knowledgeable guide in the discovery process.

You asked for an example goal. Here are some goals I’ve included in the goal plans I write for leaders with diverse personalities and expertise. These leaders represent fields ranging from mechanical engineering to nursing home administration.

• For the client who is finding their voice: “Attend every meeting you attend for a month.”
• For a client who finds it hard to focus: “Document and prioritize your task list, then share it with your boss to better align it.
• For the client who feels overwhelmed: “Create a self-care menu and use one entry per day.”
• For a client managing a large team: “Fill out our Coaching map to make it easier to offer feedback when you look at the dashboard showing your team members’ strengths and weaknesses.

Some clients are given instructions to try louder praise, more skillful delegation of tasks, or steps to approach conflict constructively.

Each of us has different development needs. The great news is that it’s never too late to make a positive change or encourage someone in your life to do so.