Decide what type of executive coach you would like to hire. Would you want somebody whom you can work face-to-face or somebody who can offer information and training using the internet or phone? As not all coaches are willing to fly in (if they are coming from different parts of the globe), it’s important that you lay down your preferences before you start looking for the best coach.
People working at all levels are seeking to find true meaning in what they do. There is a struggle to find what engages one at work at the deepest level.
In my https://www.catalystcoachingandmentoring.co.uk/executive-coaching/ and leadership consulting with companies and law firms and accountancy firms retaining talent is frequently a strategic imperative. Unfortunately, most of my client organizations need to do a better job of engaging their workforce. Company and firm leaders need to be more aware of why people stay and why they leave.
What does this have to do with assumptions? Everything, in my book. As we engage people in conversation, we often think we know everything about them – their backgrounds, motivations, likes and dislikes. Unfortunately, we think we do, but usually we don’t.
For example: If we free ourselves of what we think would be corporately correct and allow our talents to lead our work, we can create a more satisfying experience for ourselves and our organizations.
Consider Roger, who led a team of gung-ho sales people. His guys and gals loved working with him because his gut instincts were superb. He could look at most situations and immediately know how to make them work. His gut was great, almost a sixth sense.
Take just a little time each day, consistently, to put key people on your radar screen. It’s worth a five-ten minute personal update to determine what’s on their radar screens so you don’t miss out or mess up. The effort will be well worth it.