Como você pode superar seus pontos cegos e crescer como líder com coaching executivo?

One thing I’ve found helpful is to remember what got you here may not get you there. Executive leadership is an ongoing process and one of the best tools, if properly executed and reviewed with a qualified coach, is 360 degree feedback. It can validate your strengths and weaknesses as well as identify blind spots.

Executive coaching is a personal or professional process undertaken to ensure that you are continuously developing in your role as a leader. It is often there to identify your blind spots and aid you in making some transformational decisions or to up skill in areas that are lacking. The coach should be qualified and provide you adequate attention and focus at each session and also homework that you should undertake between each session.

Executive coaching is based on one on one sessions to work on your goals and objectives. It enables you to lean in and find resources within yourself and enhance your capabilities to deal with challenges and overcoming obstacles. It helps leaders in achieving their goals, breaking the glass ceilings and going to the next well. It helps them in sharpening their skill sets to navigate through the different roles.

Overcome Blind Spots, Unlock Growth: Recognize areas where you need improvement. Seek constructive feedback from trusted sources. Practice self-reflection and awareness. Embrace diverse perspectives and new ideas. Develop a growth mindset. Conquer your blind spots and unlock your potential. #BlindSpots #PersonalGrowth #SelfAwareness #LeadershipDevelopment #GrowthMindset #ProfessionalDevelopment

Executive coaching is an immersive and transformative journey alongside a skilled guide. It's a profound process that fosters self-discovery and personal awareness, ultimately unlocking untapped professional potential. Through introspection and open dialogue, coaches guide executives to gain insights into their strengths and areas for improvement, creating a solid foundation for growth. This heightened self-awareness fosters personal growth and positively impacts the teams and organizations they lead. As the saying goes, "The journey of a thousand miles begins with a single step," in the realm of executive coaching, that first step opens the door to a world of possibilities.

Executive coaching is your GPS for guiding leaders on transformational journeys. A good coach acts as a navigator, helping you map your leadership journey with thought-provoking questions as mile markers and key points of interest, detours, and rest stops. Together, you set goals as your destination, but growth as the journey. Regular sessions serve as checkpoints, providing support and accountability. Coaching helps you continuously explore and adapt as a leader, unlocking full potential. A coach won’t tell you what to do or how to think - they help find answers through questions. Your outcomes and results are based on actions that come from your thoughts.#LeadershipDevelopment #ExecutiveCoaching #SelfDiscovery #schoolofthoughts

Executive coaching is a tailored process aimed at enhancing leadership by identifying blind spots and strengths. A professional coach offers feedback and support, fostering skill development, better decision-making, and emotional intelligence. This method not only sharpens leadership abilities but also assists in achieving personal and professional goals, making it essential for growth-oriented leaders.

Coaching is not just “nice to have”. In 2019 HBR did a study and found 86% of surveyed leadership participants reporting improved performance and job satisfaction through coaching. This supports its value in enhancing leadership skills and overall organizational success. If you measure NPS, leadership trust, employee engagement, productivity, and retention - and you do not have a coaching culture or coaching programs (internal, hybrid, or external), it’s like measuring something without all of the best ingredients in the mix. If you work for an organization that values coaching and you’re not yet a member of the ICF CIO (coaching In organizations) branch - you’re also missing out on valuable resources and networking. Message me for help!

The key is to understand what your blind spots are. This requires some introspection and asking for feedback from those you trust amd respect to be honest One that goal is achieved then you can deal with each area by setting a desired outcome and creating a step by step massive plan of action. Be sure the actions can be broken down into smaller steps and reward yourself when you complete a step.

Many coaches will also provide urgent 'spot coaching' to ensure that you understand all perspectives in handling an issue that may (or already did) not go the way you had hoped. This 'confidential chief of staff' is removed enough from the organization to provide that added perspective.

I've had the privilege of undergoing executive coaching over the span of eight years. This experience has been instrumental in not only refining my leadership skills but also fostering significant personal growth. Considering leadership as a skill, I've come to appreciate that it's an ongoing journey. In essence, we are all perpetual "works in progress" in our leadership development. Executive coaching has played a central role in cultivating self-awareness, helping me discern my motivations and align them with my core values. This heightened clarity has empowered me to lead with precision and authenticity, enabling me to serve others more effectively as a leader.

Did you know how the word “coach” came into existence? It originated from the word “coach”, a mode of transport, which is meant to take you from where you are to where you want to be. This is precisely what a coach does—helps you to get to the higher level of performance that you want and peak your potential. So if you want to grow to your next level and bring out your best, it will be wise to work with a coach. Above is an extract from the book - Get High - How to coach yourself for high performance in your work.

I met a C-level friend recently. As expected he was BUSY. When I suggested that he should consider executive coaching his eyes lit up. Executives are capable hardworking individuals. Their strength may very well be the reason they do not seek help. Let's face it, strong people feel they can handle it and they may be right, it's just that they may be missing out on a better option - executive coaching. Coaches need not be the best players. A great football coach does not necessarily need to be the best player. A coach draws out potential and surfaces blind spots. Coaches enhances your effectiveness and are net time savers. We see the benefits of coaching in top sports; similarly executives can benefit greatly from executive coaching.

Elite executives, athletes, and performers engage with coaches to guide them through a process of self-discovery using thought-provoking questions. Even the most successful people need help staying accountable and on track toward their goals. Coaches optimize performance and instill mental resilience with personalized guidance to each individual's unique needs, through the power of asking great questions that ignite new solutions. A great coach stretches your thinking and potential. Want different results? Your actions have to change. Changing actions come from changing our thinking. Coaches can’t do the work for you or tell you what to do, but act as trusted guides, enhancing performance and helping you through self-directed exploration.

According to an HBR study, 97% of leaders say that strategic thinking is important, yet 96% don't make time for it. Many leaders work with a coach because they want to bounce off with someone who can expand their thinking and field of awareness. It's a safe space to reflect, make sense of things, and take better decisions. You have the solutions - a good coach helps you find them. It's always a beautiful moment when I see a lightbulb going off!

"To a man who only has a hammer, everything he encounters begins to look like a nail.” Most of the leaders in their upward climb fall prey to this bias and adapt their surroundings to suit their own needs. Executive coaching provides a healthy wedge into this bias and provides a fresh perspective by breaking the norm of "what one has been exposed to" bias. Often these blind spots are the weakest link to one's persona, as it is here one is exploited and manipulated the most, by others. I being a medical doctor by education, would frequently be visited by employees even though I switched my profession to Civil Service. All they wanted was medical leave, and this being my soft spot (i.e. Blid spot) I would sympathise and grant it.

Having a seasoned mentor deeply committed to your growth, challenging you with profound inquiries, ultimately cultivates your leadership prowess.

Executives are busy focusing on the organizational goals, deliverables with little or no time for personal development. At senior levels of leadership, the executive also has limited avenues with who she can discuss her challenges & developmental needs. This is precisely where executive coaching becomes relevant. When undergoing executive coaching, the leader will have the benefit of having an exclusive coach and time to dedicate to personal growth.

This response presumes that you want/need a coach. But coaches have coaches because there’s always someone who’s a little bit further along on the path of consciousness. Coaching isn’t mutually exclusive to leaders because, “You can’t see the label when you’re sitting inside the bottle.” Blind spots are just that, blind. They can thwart growth regardless of the position. “Executive” is the differentiator in coaching because leaders are often isolated with enormous responsibilities making an objective sounding board essential. It’s a multi-pronged process, the operational side of running an organization and the mindset side. Anyone can learn the former, but the latter, mindset growth & elevating consciousness, is a lifelong practice.

Finding the right coach is crucial and often the chemistry is either there or it's not. It can be hard, and its worth finding someone though a recommendation who has had coaching with that individual beforehand. You can usually get a feel at the first meeting how it is going to work.

When looking for an executive coach I think people miss the target by trying to find someone to similar or complementary. If we can only take strong critical feedback from people in our in group it will manifest itself in homogenous teams that lack any substantive diversity. Find an executive coach that makes you uncomfortable for a myriad of reasons so you not only have to learn how to process challenging information about yourself, but evolve in who you take serious when it comes to accepting feedback or asking for input.

If you are considering working with an executive coach who can lead you to high performance, here are some pointers. Choosing the right coach is rather simple. Just ask yourself these simple questions: 1. Do you think you can establish chemistry with your prospective coach? 2. Do you feel comfortable and at ease to talk to the person you are considering as your coach? 3. What is your gut feeling telling you about how your prospective coach can help you with your challenges? You can further check if: 1. The person is a credentialed coach, 2. What their coaching experience is and 3. Seek testimony from their clients. Above is an extract from the book - Get High - How to coach yourself for high performance in your work

Finding the right coach requires 1. Do I really require one? 2. Does the coach understand my industry and work 3. Does the coach understand the psychology 4. Does the coach have the highest integrity and 5. Can the coach be trusted? The coach who identifies blind spots and communicates back to you should really be able to do objective surveys and scientific assessments to arrive at the correct conclusions.

As a feminist, LGBTQIA+ ally, and tech founder immersed in the media industry, selecting the right executive coach is paramount. Seek a coach with credentials and a track record in your field, ensuring they understand the nuances of your industry. Compatibility matters too; find a coach whose style and approach align with your own. When evaluating potential coaches, delve into their coaching philosophy, methodology, and proven results. Request references and testimonials from past clients to gain confidence in their ability to guide your leadership journey.

While it is very important that you and your coach have compatible styles, I see a tremendous benefit in seeking out a coach with different background and experience from your own. This increases the likelihood that they can offer a different perspective, which can help you identify blind spots and unintentional bias. As an executive, we should strive to make the most well-rounded decisions possible. The more different perspectives we consider as we are considering options, the more likely we are to succeed.

Finding the right mentor, executive coach, or business coach can feel like a guessing game or a little like playing roulette. In today's world anyone can "hang a shingle" and open for business as an executive coach. But not every coach will be aligned with you in terms of personality, goals, and approach. Critical to take time, talk to others, and even take a "test drive". The coach should be willing to invest upfront - it is a long-term relationship.

Finding the right coach for an executive might sound like a tough task. But just like finding a friend or a partner - the most important is to use your intuition and feeling of a real human connection. The best coach will make you feel safe, understood, valued and a little challenged. I would advise to look beyond professional executive experience, as a great coach will not tell you how to do your job. Instead, they will bring up and strengthen your natural qualities so you will know how and feel empowered to build your professional credibility by yourself. The best coach is not there to teach you how to live your life, but support you on a journey to become the best version of yourself.

Make it simple but impactful: Set Clear Goals: Define what you want to achieve through coaching. Be Open and Coachable: Stay open to feedback and willing to make changes. Take Action: Apply what you learn in coaching sessions to real-life situations. Communicate Effectively: Be honest and open with your coach to maximize the benefits. Reflect on Progress: Regularly assess your development and adjust your approach if needed. Stay Committed: Consistency and dedication are key to reaping the full rewards of executive coaching.

I encourage colleagues to be present, be open, and be vulnerable. Make your coaching session the most important thing you do in that hour. Give it the attention it deserves because it’s an investment in you and the results flow through your teams. Find time to check in with your executive coach throughout the month when you need more hands-on help with real, current scenarios - realize most executive coaches want to impact your career at the moments that matter most and that may not align with your scheduled coaching sessions. Remember: executive coaching is a two-way relationship. Be willing to share, listen, and improve. At the same time, challenge your coach with your own questions and ensure you always have clear takeaways.

Be curious & coachable! Critical nuanced feedback can be game-changers but oftentimes isn’t ever given, especially to executives. What you don’t know are your blind spots. Get into the habit of actively and purposefully being curious about what you might do/say/ask differently to improve your impact. Then do it and reflect your takeaways back to your coach.

Learnings are great; it is in action that we create success! To make the most out of your Executive coaching experience, you need to be strategic, show up for yourself, and take the intentional steps necessary to create successful outcomes.

To get the most out of executive coaching, you should 'mean it'. Simple as that. If you see it as a 'box to tick', on the way to the top, you will fail miserably. In most phases of a career you can keep up appearances, but in an executive leadership role, things get lonely and you will get tested. If you are not in touch with your true self, it will be increasingly hard to function. Think about the exceptional, authentic and genuine leaders that are so pleasant to work with, that bring the best out of you and out of themselves. Yes, they had executive coaching experiences in their careers. I promise you this: after good executive coaching, you will feel better about your ability to cope with anything. Isn't that a great perspective?

Setting the right goals is the key! You should focus on behavior and your own doings through the process and not on the organization outcomes.

To make the most out of having an executive coach: 1. Set clear goals 2. Be open and coachable 3. Establish trust and rapport (2-way) 4. Engage in self-reflection 5. Actively participate in discussions 6. Embrace feedback and accountability 7. Practice self-reflection between sessions 8. Communicate openly and honestly 9. Take action and don't be afraid to experiment a little 10. Continuously evaluate and adjust

To make the most of something means to fully commit to being coached and to allow another perspective in. Committing to something means that you're all in. Your committed to growing, learning, striving and doing some things that you may not have expected to do. It's a good place to leave hubris at the door and allow your trusted coach help you. I can tell when I'm coaching someone, and they aren't all in. Maybe their manager or CEO suggested it, and they can't let any other perspectives in. I usually wind up asking specifically about commitment and pausing the work if they're not committed.

As a feminist, LGBTQIA+ ally, and tech founder with a media industry background, I recognize that executive coaching isn't a quick fix; it's an ongoing partnership demanding dedication and openness to growth. To maximize its benefits, establish clear, attainable goals with your coach and monitor your progress diligently. Embrace feedback with humility, applying newfound insights to your daily leadership endeavors. Regularly self-reflect and share experiences with your coach, fostering a collaborative environment for growth. Celebrate accomplishments while acknowledging areas for further development, ensuring executive coaching becomes a powerful catalyst for your leadership journey.

Executive coaches believe in the absolute agency of their clients to meet their goals. Executives who work with an Executive Coach gain an accountability partner as you make your possible reality.

Executive coaching boosts self-awareness, confidence, and communication, enhancing leadership presence and influence. It aligns you with your core values and strategy, boosting productivity and performance. It sharpens problem-solving, decision-making, and fosters creativity and innovation. Coaching also increases resilience and adaptability, elevating satisfaction and engagement.

You must understand that coaching involves self-awareness, feedback, and intentional self-improvement. And so executive coaching will help you with : Self-Reflection: • Coaching encourages you to reflect on your behaviors, decisions, and interactions with others. To Seek Honest Feedback: Coaching Creates a safe space where you can provide candid insights without fear of repercussions. Helps you to Assess Behaviors and Patterns: • With the help of a coach, you are able to analyze your actions, reactions, and recurring patterns that May be hindering your progress. Helps you identify triggers. Helps to set clear goals and even challenge assumptions as you grow as a leader.

Coaching provides a safe space for the client to be vulnerable, question things and ideate new solutions. Through coaching clients become more self aware and develop the skill to listen to themselves and create small goals that will help them achieve their dreams.

I strongly advocate for using proven ASSESSMENTS in coaching engagements. I use ones that compare clients to norms in the workforce, focusing and speeding up coaching, giving clients MORE BANG FOR THEIR BUCK and helping them reveal unacknowledged strengths, developmental areas and BLIND SPOTS. I use them to help clients go into CAREER TRANSITIONS with their eyes wide open and to help us prioritize how to lean into strengths and overcome blind spots, particularly those developed from working in HIGHLY SPECIALIZED WORK CULTURES. Coming from the military and FBI, I want to spare clients that “Alice in Wonderland” feeling as they step out to compete, when the entire workforce feels alien to them and blind spots can be utterly derailing.

Executive Coaching is a beautiful journey and not a destination. Did you know that people like Steve Jobs, Bill Gates, Larry Page, Oprah Winfrey, etc. worked with a coach? Just like how all the sports professionals have a coach to get better, everyone requires a coach to develop and bring out the best. Simply because a coach can help you • Fast track your progress • Challenge you • Hold you accountable The aspiration to achieve, combined with the awareness of possibilities, can change everything. If the persons getting coached aspire to get to higher levels of performance, a coach can create the required magic. Above is an extract from the book - Get High -How to coach yourself for high performance in your work

As a feminist, LGBTQIA+ ally, and tech founder hailing from the media industry, I emphasize the manifold benefits of executive coaching. It serves as a transformative force, yielding personal and professional growth. Expect heightened self-awareness and confidence, bolstered communication, and interpersonal finesse. You'll radiate a stronger leadership presence, amplifying your influence. Alignment with your vision and values spurs heightened productivity. Moreover, sharpened problem-solving and decision-making skills fuel innovation. This journey also nurtures resilience and adaptability, ultimately enhancing satisfaction and engagement.

Top 10 benefits of executive coaching: 1. Enhanced self-awareness 2. Improved leadership skills 3. Increased self-confidence 4. Enhanced goal-setting and goal achievement 5. Expanded perspective and alternative viewpoints 6. Enhanced interpersonal and relationship-building skills 7. Stress management and work-life balance 8. Conflict resolution and problem-solving 9. Career advancement and professional growth 10. Personal development and fulfillment

As a coach I hold my clients naturally creative, resourceful and whole. There is nothing there to be fixed...just layers of an onion that we can peel off together to get to the shiny part at their core!

One of, if not the biggest pro is the fact that an executive spends time with themselves, thinking out loud and - hopefully - reflecting on what has been done and how. Time is a scarce resource in our days and even so on a top level for a busy manager so while it seems that an executive pays for the coach's time, in fact they pay for their own time - to be spent with conscious development (beneficial not only for the company but for the person itself).

The biggest risk for executive coaching is resistance from within oneself. One needs to be ready to change and rethink things. Also, it’s important to know what you want from the coaching sessions. If targets are not clear, it can easily lead to a feeling of wasted time. Targets should be well defined and typically focus on one (or a few) concrete items at a time. Coaching is a process. It takes time and mental investment from the person being coached. The coach can’t provide the answers. One needs to be ready to work to find those answers. If this is not understood, then coaching will likely fail. The same outcome occurs if the person being coached is not truly ready to change or rethink items.

I think that if you don’t really understand how the process of coaching works you will be disappointed. I see clients coming in with expectations of a done it for you formulae which of course is not going to be provided. Also if you are looking for a quick fix , you risk not getting the full benefits of coaching. And also if you are too rigid to change your way of thinking.

Inaction is the primary risk of executive coaching. If others are aware that you are being coached, they will expect to see some kind of change in behavior or performance. Especially if some form of 360 or interviews were conducted in advance. It's often better to not even pursue coaching then to signal that you are pursuing growth without follow through.

Key risks are: Time, Cost and Bad Habits Time is the most valuable resource of course. Cost, yap, executive coaches can be costly. Bad habits is when coachees forget they are the ones who do the lifting and rely heavily on shortcuts or quick fixes.

The biggest mistake C-level clients tend to make is hiring an executive coach just to show off their dedication to self-development and project problems in the organization to their subordinates - "you see, they need coaching, I'm fine". A leader that is incapable of self-reflection would rather not spend on coaching themselves, but they better hire coaches for their people to help those cope with their superior :)

One potential risk is the financial investment required, which may not immediately translate into measurable returns. Additionally, the choice of the coach is critical; an ill-suited coach may not provide the necessary guidance. There's also a risk of dependency on coaching if individuals don't actively apply the lessons learned to their roles. Confidentiality breaches, while rare, could damage trust and reputation. Lastly, resistance to feedback or change can hinder the effectiveness of coaching. To minimize these risks, it's crucial to carefully select a qualified coach, set clear expectations, and commit to ongoing personal and professional development beyond the coaching engagement.

If you are looking for external answers from your executive coach you may be disappointed. The coach's role is to ask questions and identify beliefs that enable YOU to get to the best solutions as quickly as possible!

There could be significant risks. Most common issue is confidentiality. To what extent a senior leader holding a position of trust should share information with the Coach is always a dilemma, while withholding crucial information could defeat the purpose. Conversely breach of confidentiality in the part of the Coach could become an issue. Integrity of a Coach is a sensitive concern. Incompatible match between the coach's style and the client's needs, unrealistic expectations or even lack of commitment could lead to failure of the coaching program Extreme cases negligence of the Coach or even misrepresentation where the Coach does not accurately represent their qualifications and experience could even lead to legal issues.

One big risk I have observed is that leaders come to coaches to seek advice. Very similar to buying a $20 leadership book. Instead, should use coaches as accountability partners and seek deeper meaningful conversations about their ongoing concerns at work and otherwise.

Just like any occupation and any "product" the range of skills and experience of coaches vary. You have experienced executives who go through coach training to leverage their experience and you have coaches who go through "programs" and certifications. Unfortunately I had to go through a few coaches before finding the one that was a fit for me. They challenged me, they asked amazing questions and they had been there before. I've also seen many first time executives with coaches who don't have the experience and insight to really push people and push executives and the product of this is often more toxic environments instead of less. There i no risk in my mind to coaching. The risk is in the coach that is chosen.

One of the challenges that a coach might face is the tendency to advise or mentor, specially if the coachee wants to work on subjects that are familiar to the coach. It is paramount that the coach remains neutral so to ensure accountability of the coachee for any change even little, that s(he) agrees to make. The moment when the coachee discovers/acknowledges an action that s(he) can take to progress is very special, it is often full of gratitude.

Overcoming blind spots and fostering leadership growth through executive coaching involves a tailored approach to self-awareness and skill development. Executive coaches help leaders identify and address blind spots by providing constructive feedback, encouraging reflection, and offering guidance on areas for improvement. This process is complemented by setting clear goals, creating actionable plans, and leveraging the coaching relationship to enhance leadership capabilities.

The first step in overcoming a blind spot is being aware of and willing to acknowledge and address areas in which you can improve. When you possess the self-confidence to lean into an area that you perceive as a weakness, you become a better leader by encouraging others to do the same and sometimes seeing leadership potential and inspiration in others who may not have that same blind spot.

From my experience as an executive coach, clients overcome blind spots and flourish as leaders by embracing feedback openly, even if it's uncomfortable, and reflecting regularly on their strengths and weaknesses. Developing self-awareness through introspection and assessments. Set clear goals with your coach or mentor and commit to consistent growth actions. Cultivate a learning mindset, seeking new perspectives and skills. Holding yourself accountable for progress and adjust strategies as needed. Continuous self-reflection and guidance can illuminate blind spots and propel leadership development.

I believe that if you don’t monitor progress you may never know what’s working and what’s not. You therefore risk being in it without results , or not celebrating your accomplishments and progress. And so, continually checking in and evaluating is key.

Senior leaders may be more challenging to coach or able to acknowledge blind spots because they have a long history of success and hence a harder time to change some patterns of thinking or behaving. Depending on how high the steaks are for them, they will be motivated or not to explore new ways to maximize their potential or brave enough to look at their areas of development. Some of the most powerful and influential leaders work on themselves relentlessly and this translates into fantastic businesses, happy and high performing employees and flourishing families.

Many people view executive coaching as something only for "problem executives." That is the furthest from the truth. While some companies use it as reactive, many companies provide executive coaching proactively to help executives continue to bring the most value to the organization. If I new executive coaching existed when I was an executive, I would have hired an executive coach in a second. I had no idea how much it could have helped me with soft skills, dealing with conflict, stakeholder alignment and management, influence without authority, confidence, boundaries, and overall leadership. There is a reason why every great leader has a coach - Bill Gates, Oprah, Steve Jobs, Brian Cornell...the list goes on!

Give a high value to feedbacks. Your coach and yourself may have unconscious bias on your performance and goals, and getting feedback from others help making sure you are on the right track. A great way to get such feedback is to use the same double-blind methodology that companies are using for NPS surveys. It avoid bias from both side, from the person giving the feedback and also from yourself, as you do not know who is sending it. Be open, work on them with your coach. They will create a picture of you, how others are perceiving you. And not you can assess you close or far it is from who you think you are, it will help identify the top areas you want to invest into, what you need to change to achieve your goal : who you want to be.

Coaching focuses on the future. Sometimes, you need to focus on the past with therapy or counselling. If we take an analogy, sometimes before learning to drive the car, you need to repair it first.

If you don't feel acknowledged yet challenged in your coaching sessions, consider switching coaches. The chemistry has to work in a way that you feel safe with them while also faced with sometimes utterly difficult questions to consider. In most cases, the first 2-3 sessions can already be transformational and not much can happen afterwards - it is OK to cut the process short and close early with gratitude.