One of the most important goals of coaching, and one that perhaps is most likely to pay off quickly, is to maximize the effectiveness of top performers.
Many of the top performing executives I see may be functioning perfectly well on the technical side, but often not so well on their intrapersonal and interpersonal sides.
The coaching work with these high performing individuals is generally short-term and very result-oriented. A typical coaching engagement lasts six months.
I work with the individual to determine goals and create a concrete action plan. My goal is not necessarily to change the person but to change the behavior. I purposely circumscribe the coaching focus on problems that are behavioral and specifically individual in nature. What I am attempting is behavioral change, not analysis of the problem’s roots in the client’s childhood, which would be more typical of clinical psychotherapy work.
The ego orientation I bring to this consultative coaching work has a beneficial mellowing effect on the prevailing task orientation that is more typically the approach of organizational and non-clinically trained consultants. It is that convergence or fusion of ego and task orientations that is most likely to encourage the change of behavior that is needed in the immediate, and that is most likely to insure quick and lasting results.