of the professional coaches’ board of the ICF). And I have an agreement that my clients must complete that discusses in detail their responsibilities and commitments and the ethical requirements of the engagement. The time to invest in this ethical orientation work is upfront and in detail to minimize any potential problems down the road. Confidentiality is a critical aspect of executive coaching. How do you navigate the complexities of maintaining client confidentiality while ensuring organizational alignment and progress? Again, this is a consideration very critical to define and spell out at the initiation of the coaching session with the sponsoring organization and the specific individual being coached. Coaching should be goal-oriented, and the sponsoring organization can clearly play a role in helping to identify areas where they would like to see change or growth, or development in the individual and, in doing so, can be a help in the feedback process to assess the progress against those goals. Undesirable behaviors are often deep-rooted. Which questioning techniques do you employ to get underneath the drivers of sub-optimal behavior? Changes in managerial and leadership approaches and styles are areas of deep expertise for me. If the challenge is truly deeply behavioral, I will refer the client to a licensed therapist. I also discuss this upfront at the beginning of the engagement with my clients as therapy is neither a specialty of mine nor do I hold a license in this area. Can you share a simplified self-evaluation technique that the executives who read this interview can employ to help discover an undesirable behavior? With the notion of change management in business (versus therapy), I think it is most useful to set small improvement goals. This is again where we can apply neuroscience to coaching. I recommend my clients use the notion behind the ‘progress loop’ by focusing on small wins. What events or actions often prove to be the catalyst for a coaching intervention? Can you share real-world examples? While this varies widely across the globe, most coaching in the US and the coaching that I am involved with is not corrective action where there is a need for an intervention. Rather, it is about partnering with clients in a deeply inspiring and creative process and setting goals to focus on maximizing their potential and growth. “Remote management requires creating non-business interactions and maintaining work-life separation.”
RkJQdWJsaXNoZXIy Mjk3Mzkz