How to become an executive coach – Part II
January 21, 2018
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How to become an executive coach – Part III

executive coach

In this part, we continue to answer the important question: how to become an executive coach? At A&P International cross-cultural business solutions, experts in business management consulting
services, we have all the necessary tools available to our clients to achieve their objectives. That is
why we decided to prepare an article that will prepare them to start in the right direction.

However, summarizing all the content in a single article is almost impossible. For that reason, we
decided to divide all the information into three parts (check previous parts). In this third part,
we will see a final essential component for the preparation of an executive coach.

We have already seen that the executive coach must be motivated to do things, investigative
talent to know the causes or reasons that may cause problems, and must attach its function to the
mission, vision, and values ​​held by the organization.

But does corporate coaching really ensure the resolution of the problem? In theory that is its
function, for that reason, the executive coach must have professional experience in the area,
besides having the vision to make important changes in the organization.

In summary, an executive coach encourages staff flexion in terms of their work performance,
makes changes that can be more fruitful and focuses on maintaining stability in the area.
In a first approximation, here we can include the following topics of interest when it comes to how
to become an executive coach:

  • How to create and maintain coaching relationships
  • Specific skills of the coach (questions, requests, and challenges…)
  • Difficulties and challenges in executive coaching processes
  • Methodologies for evaluation and diagnosis in executive coaching
  • How to facilitate personal development and transformation processes
  • How to conclude coaching processes
  • The most important aspect: personal work

Finally, there is an additional difficult component to make everything tangible, but one that is as
fundamental as the ones shown here. Once you have a good command of everything above, it is
not enough to be an extraordinary coach. Like many other disciplines, coaching has a great
intuitive or even artistic component that is reflected in each client, each sponsor, and each process
are unique, and what should be done at each moment will be dictated by the intuition that the
coach has. And it will depend on whether the process has an extraordinary result or not.

We believe that this intuitive or artistic component is based on something that is more
complicated to achieve than everything described in these articles. An executive coach must have
done a deep interior work, which never ends.

An extraordinary coach is his first and most demanding client. He is someone who constantly
questions himself and who lives testing himself incessantly, with humility and curiosity, with
courage and determination. He is someone who has reached a higher level of consciousness than
most of his clients. And it is from there that can really add value to the customer. He can
understand the client’s context very well. And at the same time, he can intervene, to do his job
with confidence and generosity.

Remember that there are many factors involving the challenges of corporate coaching. At A&P
International cross-cultural business solutions, professionals in business management consulting
services, we want to help you. If you have any doubt or comment, please, contact us!