When and How to Use an Executive Coach, by Milwaukee based Executive Coach, Joan Lloyd

Joan Lloyd & Associates, Inc. - Tips for When, and How to Use an Executive Coach

Common reasons to use an Executive Coach . . .

When you have a talented executive/manager who makes a solid contribution to the business but who (examples):

Has problems managing people
Can’t communicate his/her ideas effectively
Has problems making good presentations
Is trying to change the culture and is meeting with resistance
Has an ineffective personal style
Has an image problem
Needs feedback on a sensitive personal issue

When you have a new manager who (examples):

Was promoted into a large stretch job
Was promoted into a job with high risk/visibility
Never managed a large group of people before
Never managed multiple departments
Never worked outside of his/her technical specialty
Has a manager who can’t provide much coaching

When you have a valuable contributor who the company wants to save from outplacement / termination (examples):

The employee hasn’t been told the truth by past managers and the company feels a sense of responsibility for the employee’s predicament
There is a political time bomb ticking and the company is trying to avoid a lawsuit
The person is connected politically in some way to the owner (friend, family member, protégé, etc.)

When you have a star employee who (examples):

Needs to polish skills in communication to upper management
Needs to become more politically astute
Has to grow quickly to move into a bigger job fast, due to business changes, sudden death or retirement of key executive, etc.

Pitfalls to Avoid When Working with an Outside Executive Coach . . .

Before you hire an outside coach:

Check references—speak to people the person has actually coached, as well as to their managers.
Choose people who have executive experience, if he/she will be coaching executives.
Choose a coach who has a successful track record of managing people, if he/she will be working with someone on employee issues.
Beware of a coach who has had limited personal experience with organizational politics, especially if the issue at hand is political.
Coaching certificates, from coaching “universities,” don’t guarantee the person will be a good fit, or have the necessary skills.
Ask for all fees upfront, including potential charges for phone calls, in-office research and preparation, instruments, etc.
Match the coach to the person. One size doesn’t not fit all.
Set clear expectations about marketing other services while working with a client.
Beware of the coach who overuses instruments because they lack the experience or skills themselves.
Be cautious of a coach who doesn’t have a sense of urgency and professes the need to have a long, expensive relationship.
Be careful of the coach who seems to be too eager to take any assignment, without thoroughly probing into the desired outcomes to see if he/she is a fit.
Be wary of the person who may be acting as a “coach” between jobs.
Be cautious about someone who doesn’t have any past success stories to share
Avoid someone who can’t articulate his/her consulting philosophy and principles
Others?

Beware of the coach who doesn’t do the following early in the process:

Identify measurable outcomes in a three-way conversation between the manager/coach and person to be coached (and internal HR coach, if applicable)
Set agreed upon ways to monitor progress
Get agreement from all parties about how to handle confidentiality
Set expectations about logistics of where and when.
Clarify roles and responsibilities of all parties
Establish rapport and trust quickly with the person to be coached
Actively involves the person’s manager in the process
Partners with HR in a respectful, collaborative way
Others?

When to use an Internal Coach

Performance problem is of a technical nature (not behavioral)
Internal coach has necessary skills and is seen as objective
Internal politics will not prohibit an open, honest coaching relationship
The specific behavior change does not require extensive behavior modification

Before You Begin . . .

Regarding the “Client” requiring coaching:

Does the person know there’s a problem / need for change?
Has the person’s manager / others provided honest feedback and expectations? If not, who will do this and when?
Have consequences been clearly spelled out?

Are you the best person to be the coach?

Do you have good rapport and trust with this potential “client”?
Are you removed enough from the issues to be seen as impartial and objective?
Are you willing and able to be an honest mirror of the clients behavior and can you provide non-judgmental feedback?

Do you have a clear understanding of roles, responsibilities and philosophy?

What will be confidential?
What will go in the “record” and how will it be used?
Who is your primary “client” – the individual, or the person’s manager?
What role will your own manager / others play?
Who will you need to keep updated?
What is your real goal? (Are there any unstated, organizational goals?)

Joan Lloyd & Associates’ Executive Coaching Process

Client Testimonials:

"Joan was instrumental in coaching a new team of professinals across multiple organizations with structured and balanced approach."

~ Nata Abbott, GE MPS Grant Executive, GE Healthcare

“Joan Lloyd is a remarkable individual. She has expert knowledge in coaching, and her results consistently exceed expectations. She has exceptional integrity and I am fortunate to have worked with her.”

~ Jeff Plass, Director Global EHS, Kohler Company

“Joan is an outstanding executive coach. She has a personal approach that develops deep insights, providing focus and clarity throughout the experience. I enjoyed working with Joan immensely and continue to appreciate the longer-term career viewpoints that she provides."

~ Greg Ciriacks, Director Global Supplier Quality, Rockwell Automation

“Joan's executive coaching approach is straight forward, energizing and fun. She connects on a personal level, cares about her clients’ success and gets outstanding results.”

~ Mark Ship, Vice President, Access & Referral Services, Children’s Hospital & Health System

“Joan was an excellent executive coach for me. She has provided me with a new set of management tools that have been valuable. I have shared many of her ideas with my staff and colleagues. I recommend Joan highly to executives looking to improve their skills.”

~ Scott Lord, VP, Operations & Residential/Light Commercial Business, Kohler Company

“Joan Lloyd demonstrates competence in her field that is a benchmark for others. Striving for top performance with each effort, she is knowledgeable, personally flexible, and an innovator. Her standards are high; she is a professional in every sense of the word. I am happy to recommend her as an outstanding coach and strategist.

~ Rick C. Bauman, Ph.D., Organizational Psychologist, Partner/Office Manager, Humber, Mundie & McClary

“Joan is a pleasure to work with, she's high energy, engaging, personable and a knowledgeable resource to any organization. Joan has worked with Kohler on many different levels from coaching/enhancing employees in presentation skills to driving HR's ability to be strong business partners to executive coaching, all forms have been exceptional. I highly recommend Joan's services.”

~ Polly Nachreiner, HR Generalist, J.F. Ahern Company

“Joan has a deep understanding of the internal consulting skillset, and how to influence executives. Joan is an excellent coach - both in the classroom and one-on-one - and tailors her feedback and recommendations to the individual. Joan is a trusted business partner, whom I can recommend with enthusiasm.” Hired Joan more than once as a trainer/facilitator.

~ Jay Grych, Curriculum Manager, Kohler Company

“I have known Joan for about 20 years and in that time have come to know her strengths as a pragmatic business advisor. For many years Joan has written a syndicated newspaper column, and there is one such article that has stood the test of time so much for me, that I still have it on my desk today, and still refer people to it. What more could you ask for?”
~ Deborah Seeger, Co-Founder, VP- Operations, Patina Solutions Group, Inc.

“Joan Lloyd is an expert in developing people and organizations. I have worked with her at BizStarts Milwaukee, and other ventures. Her expertise is unmatched in her field. I highly recommend her for coaching and consulting.”

~ Barbara Bartlein, RN, MSW, CSP