That is exactly what a client of mine said to me about a year ago. Jerry (not his real name, as he will be reading this!) was, and is, a client of my executive coaching business as he had contracted me to work with a number of his key employees.
After a number of sessions with members of this team I suggested that I do some coaching with him, and his exact response was- “You know I really believe in Executive Coaching and I can see the results, but, really, I don’t need it” I knew I was going to enjoy probing his thought process.
I was really fascinated why he believed in coaching for his people, but did not see a purpose in it for him
So, I asked Jerry the question – why do you think that you do not need Executive Coaching?
His answers were interesting:
- Executive coaching is required when you need to be “fixed” (whatever that means!)
- I know what I am about
- I am successful
- I feel in control
- I’m a pretty good judge of myself, and I know myself pretty well.
So far so good!
My next series of questions to him included:
- do you consistently achieve all your goals?
- are you happy about how you get all the important things done?
- do you ever feel overwhelmed?
- do you think you could get more out of your team?
- could you be a more effective manager?
- are you crystal clear about your direction and your priorities?
To be really fair Jerry was truthful in his responses and conceded that there was room for improvement in all these areas – and improvements he would really welcome.
I pointed out to him that if he continued to do what he was doing, he was going to continue getting what he had been getting!
Jerry did not like the logic of that statement! He, somewhat, reluctantly conceded that he needed to do something different! I challenged him to test Executive Coaching – either with me or someone else – and then to review his belief that he did not need it.
Jerry loves a challenge and I was delighted he engaged with me – I wanted the challenge too – and we agreed to review progress after 4 months. There was a specific reason for the 4 months but I will not go into that here for reasons of confidentiality.
At the end of the 4 months I asked him to review his progress and how it had helped him in his role. He was quite clear where he was benefitting:
- it really helps him to prioritize his work and the work of his direct reports
- his goals are much clearer and specific
- the process makes him accountable like never before
- he has the benefit of a sounding board who has experience across many industries and situations
- he really believes that he is a better manager and is getting better results.
- he is getting feedback on his own performance that he never got before.
Jerry continues to be a client and he is now one of my great advocates. He has experienced at first hand how Executive Coaching can enhance his performance.
So, are you achieving all your goals? What areas of your own performance would you like to see a significant improvement? Do you identify with Jerry?
You know I always want to help, and I answer all the email myself. So, just contact me here about your current challenges and I will give you some specific tips and strategies to help you improve your performance.
John Murphy says
Thank you for your comments. Hope you continue to enjoy.