The Power and Advantages of Using External Leadership Coaches
In today's ever-changing business environment, organizations and their associates increasingly value leadership coaching. External coaches offer fresh perspectives, specialized expertise, and an unbiased approach to significantly enhance leadership development, which leads to increased accountability and improved bottom-line results.
Key Elements of an External Coaching Relationship
An effective external coaching relationship is built on several key elements:
1. Trust and Confidentiality: Trust is a requirement of any coaching relationship. External coaches provide a safe and non-judgmental space where leaders can freely discuss their challenges, aspirations, and stress without the fear of internal politics or reprisal.
2. Objective Perspective: External coaches offer an unbiased viewpoint, free from the internal politics of the organization. This perspective allows them to identify areas for improvement that might be overlooked by internal coaches.
3. Specialized Expertise: External coaches often possess specialized skills and experience that may not be available internally. They bring proven methodologies and tools that can be tailored to the unique needs of the organization.
4. Commitment and Accountability: A successful coaching relationship requires commitment from both the coach and the leader. External coaches foster accountability by setting clear expectations of the relationship and regularly tracking progress. The associate is responsible for making intentional shifts in their behavior once they gain awareness of the experiences they are providing.
Pros and Cons of External Leadership Coaches
Pros:
Fresh Perspective: External coaches help leaders see challenges and opportunities from different angles.
Specialized Skills: They often have training and experience in leadership development, providing valuable insights and alternative approaches to difficult situations.
Unbiased Approach: Being outside the organization, they can offer unbiased advice and feedback. They can address ineffective behavior more quickly, as the associate doesn’t see them as a threat. Once trust is built, they can say what’s needed, because they only want the associate to be successful.
Confidentiality: Leaders can discuss sensitive issues more openly, knowing that the coach is not involved in internal decision-making.
Improves Employee Engagement: Leveraging external coaches is clearly an investment in the associate and viewed as such. The associate sees this activity as an investment in their career growth, which not only results in a more effective leader, but results in one with loyalty.
Cons:
Cost: When only the initial investment is reviewed without consideration being given to the impact on the results of having more effective leaders, hiring external coaches can be viewed as an additional expense.
Limited Understanding of Company Culture: It may take time for external coaches to understand the organization's culture and understand the situation.
Accessibility: External coaches may not be as readily available as internal coaches, leading to potential scheduling conflicts.
Challenges of Using Only Internal Coaching
While internal coaching has its benefits, relying solely on internal coaches can present several challenges:
Bias and Politics: Internal coaches may be influenced by organizational politics and biases, which can affect their objectivity.
Limited Expertise: Internal coaches might lack the specialized skills and experience that external coaches bring.
Confidentiality Concerns: Leaders may hesitate to share sensitive information with internal coaches due to concerns about confidentiality; thereby limiting the effectiveness of time spent.
Successful Outcomes of External Leadership Coaching
When used properly, external leadership coaching can lead to several successful outcomes:
Enhanced Self-Awareness: Leaders gain a deeper understanding of their strengths and areas for improvement, and they intentionally adjust their behaviors to drive better outcomes and better working relationships.
Improved Performance: External coaching helps leaders develop alternative approaches to overcome challenges and achieve the expected goals.
Positive Organizational Impact: Effective coaching can lead to improved teamwork, improved employee engagement, and meeting or exceeding company objectives.
Retention of High-Potential Employees: Employees that have experienced all the benefits of an external coach see this as an investment in themselves and, in many cases, improves loyalty to their leader and their company, impacting retention in a positive way.
In conclusion, external leadership coaches offer a focused approach to leadership development. By leveraging their expertise, objectivity, and commitment, organizations can unlock the full potential of their leaders and drive sustainable results.
By Gail Ciccione