Judy is the most naturally-gifted coach
Shelley Hoss, MBA
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As every manager knows, there is tremendous competition to acquire top talent. Soon after you have succeeded in hiring a truly outstanding candidate, there is the challenge of keeping that person an engaged and productive member of your team -- and out of the reach of hungry competitors!
For seasoned executives, there are additional challenges:
The answer to these questions may be to provide executive coaching for the key people in your organization.
Providing executive coaching as a benefit for your top people provides many potential advantages:
According to Jeffrey Auerbach, President of the College of Executive Coaching, an executive coach plays four roles:
In a 2004 survey by Right Management Consultants (Philadelphia), "86 percent of companies said they used coaching to sharpen the skills of individuals who have been identified as future organizational leaders." -- Paul Michelman, "What an Executive Coach Can Do For You," Harvard Business Review
Based on a study of 150 executive coaching participants, Thompson (1986) found that "the participants' bosses reported significant behavior changes due to coaching and that those changes lasted for at least one to two years following the coaching engagement." -- Peterson and Kraiger, "A Practical Guide to Evaluating Coaching," The Human Resources Program Evaluation Handbook by Jeffrey Auerbach, PhD
Studying 370 coaching participants, Peterson (1993) found that coaching produced "roughly the equivalent of moving from the 50th percentile to the 93rd percentile of performance." -- Peterson and Kraiger, "A Practical Guide to Evaluating Coaching," The Human Resources Program Evaluation Handbook by Jeffrey Auerbach, PhD