16 Jun 2016

The need for CEO coaching: from daily management to visionary leadership

A CEO is not a Superman, although he/she always wants to play that role. They tend to see CEO coaching as a tool to correct a behavior, publicly. Oddly enough, instead of preserving the sport meaning of coaching as a trainer that helps sportsmen to become better and better, in business the term CEO coaching became to mean rather a corrective approach. From here, CEO’s reluctance to access the service, worldwide, studies say.

Eric Schmidt, Chairman and CEO of Google, once said that his best advice to new CEOs was "have a coach." 

What makes a good CEO?

One characteristic of powerful and successful leaders is high levels of self-confidence. But there is an unexpected side effect to it: unfortunately, the researchers say, the higher the self-confidence, the less likely these leaders are open to feedback and advice. In absence of constant CEO coaching, powerful leaders seldom get useful feedback in their organizations. Subordinates hate to give bad news or critical feedback, and many boards are not diligent in seeing feedback for performance improvement, particularly relationships, as important as other things, such as financial results. The multiple stresses under which a CEO is forced to perform often produce anxiety, fear and physical illness, which strong leaders are hesitant to divulge over concern about judgments that may be made about their capacities or longevity. And so the problem becomes acute.

How do you know you need a CEO Coaching?

You might need CEO Coaching if you experience one of the following situations:

• If you’ve just taken a new, bigger role in your company, whether it expands your areas of responsibility, or you are required to manage more people.

• If your boss and/or latest performance appraisal cite issues of insensitivity towards others, lack of emotional intelligence, or the need to polish your “communication” skills.

• If you have a recurrent pattern of behavior that former and current bosses have noticed and this pattern seems to follow you from job to job.

• If you need to take decisions in a work-life balance issue and want to develop a plan to accommodate both.

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