A continuación, te explicamos cómo puedes mejorar la agilidad del aprendizaje a través del coaching ejecutivo.

Embrace Change : 1st. thing 1st. , it's mind game and simple : "With Every Change, Explain the “Why” — Value Transparency The next : Change Model of Leadership based on seven dimensions, or values, called the “Seven C's”: consciousness of self, congruence, commitment, common purpose, controversy with civility, collaboration, and citizenship. All seven values work together to accomplish the transcendent “C” of change.

Executive coaching is a personalized development process tailored for top leaders within an organization. It involves a one-on-one partnership between an executive and a skilled coach to enhance leadership capabilities, address specific challenges, and achieve professional growth. The process is designed to unlock potential, increase self-awareness, and drive impactful change within the executive's sphere of influence. Through introspection, feedback, and practical strategies, executive coaching aims to foster sustainable leadership excellence.

If the superior does not learn continuously, neither will the subordinates. Any acquiring of new competencies must have a written plan that contains the following: - Purpose - Goals (measurability) - The way of acquiring competences - Learning materials - Instructor - A mentor - Implementation control - Method of checking acquired competencies - Place of application of what has been learned - Evaluation of newly acquired competencies Any absence of the mentioned elements is an improvisation that will lead to resistance to learning.

The best leaders know how to surround themselves with various perspectives in order to continually grow. Growth = Change. Without change, we become stagnant and in a tunnel vision version of ourselves, limiting our success.

It might be comfortable to resist change, but stagnation hinders growth. Embracing change is fundamental to enhancing learning agility. Coaching can help executives develop a more open-minded approach. Change can bring new perspectives and innovative solutions that may not have been considered before. By exploring the potential benefits of change and reframing it as an opportunity for learning and development, they can become more receptive to new ideas and approaches. Regularly engaging with change makes one more adaptable and open to continuous learning, which is crucial for staying relevant and effective in their roles.

Actively seeking out feedback and using it constructively are useful skills for som much of your development. Think about: - Developing skills to ask for feedback effectively - Learning to listen without defensiveness - Translating insights into actionable improvement steps This process can significantly accelerate your learning curve, allowing you to adjust strategies in real-time. It's about creating a continuous feedback loop that fuels your growth and adaptability. Feedback doesn't have to be criticism – it's a gift, if you take as one. It provides invaluable perspectives that can illuminate blind spots and open up new possibilities.

Feedback is an incredible gift - it's a mirror we normally don't have access to. Learning about how people see you, what perception they have of you and your skills and abilities from others makes real growth possible. The point isn't to defend or debate it, but rather investigate it, understand it, and learn from it. How and who you ask for feedback will impact it. A learning, curious attitude, humility and desire to improve will all serve to help elicit meaningful and honest feedback. You want more than just a validation of what you already know. Be sure to ask people who can provide valuable insights into areas you may not be as aware of, who may have a different perspective and can offer data from outside your comfort zone.

La retroalimentación da información útil para organizarse estratégicamente y enriquecer el plan de desarrollo, pero a veces puede marear y no cumplir con el propósito constructivo para lo que se la pensó. ¿Cómo no perderse? Preguntarse que se está buscando y para qué puede ser útil para el plan que se tiene en mente, según mi experiencia, es la mejor guía. ¿Se está buscando solo para evaluar la performance pasada para mejorar la futura? ¿Para qué más es útil esto? ¿Qué otra información ayudaría a ser "más estratégico"? ¿Cuán listo estoy para escuchar? ¿Cuánto voy a prepararme antes? ¿Cómo lo voy a integrar al plan? Creo que en las preguntas está gran parte de la clave, si se tiene claro el propósito.

Feedback is a cornerstone of effective learning and growth. In both personal and professional contexts, it serves as a critical tool for improvement and development.

Absolutely the best way to learn is to step into action, look at your results and seek out feedback from those involved. Using David Cooperrider's Appreciative Inquiry approach - "What worked really well? How could it be even better?" are questions that offer significant feedback value. Business is not only about getting specific results, it's about the experience and how people feel along the way (be they clients or staff) which will keep them coming back, or sharing their negative feedback with others...

If we look at Executive Coaching in it's purest form, it is about holding space for another person to step into their highest potential - it is an art to ask the timely and relevant "right" next question to help the Coachee identify their own next step vs. taking a prescribed path (like in a training course). Hence, Executive Coaching for your Leaders or high potentials to support them while they go through diverse experiences makes a dramatic difference to each becoming an agile learner. The more support, the faster people learn to move quickly - a competitive business advantage.

It’s important for the experienced coach or manager to identify certain experience and to allow those to fully act out. The coach should be unpacking and interpreting the lessons learnt as it all unfolds. This way the experience becomes a controlled experiment that can be guided and used to create more effective outcomes for mentee’s.

"Every new experience brings its own maturity and a greater clarity of vision." -Indira Gandhi Stepping outside your comfort zone can be incredibly rewarding and is always worth the attempt! Coaching provides a safe space for executives to explore ways to broaden their horizons and gain insights into any fears that stop them from doing so, as well as strategies to overcome these hurdles. Attending industry conferences, taking on cross- functional projects, or even participating in learning exchanges with other organizations- are few diverse experiences to engage with, to provide exposure to new ideas and approaches. It helps enhancing learning agility by significantly boosting adaptability and problem-solving abilities.

A diverse background is crucial in the learning process. Individuals with varied experiences, cultures, and perspectives bring unique viewpoints that enrich the learning environment. This diversity fosters a deeper understanding of complex topics and challenges conventional thinking. Incorporating diverse perspectives into learning enhances problem-solving and creativity. It allows individuals to approach challenges from different angles and uncover solutions that might not emerge in a more homogeneous group. This not only improves individual learning but also boosts collective intelligence and team effectiveness.

Exposing leaders to diverse experiences through executive performance coaching can level up their learning agility. Executives can broaden their perspectives and develop a more adaptable mindset by engaging in various roles, industries, and cultural contexts. These experiences help leaders quickly understand and navigate unfamiliar situations, making them more versatile and effective. When coaching and advising, I encourage leaders to step out of their comfort zones and take on new challenges to create a growth mindset. Diverse exposure is crucial for developing the agility needed to thrive in a rapidly changing business environment.

It's great having experience; but it's really powerful extracting meaningful insights from it. In coaching we create a structured space for reflection, allowing you to analyse your actions, understand their impact, and identify key lessons. This introspection is vital for transforming experiences into valuable knowledge and informing future decisions. Reflection isn't about dwelling on the past; it's about actively learning from it. It helps you recognize patterns, challenge assumptions, and uncover new perspectives. This self-awareness is a cornerstone of learning agility and can help you in developing a deeper understanding of yourself and your leadership style.

Reflection is not just about looking back, it's a strategic tool that can propel leaders forward. In my experience as an executive coach, I've seen leaders transform their approach to challenges by incorporating structured reflection into their routine. It's about connecting the dots between actions and outcomes, which leads to more informed decision-making and ultimately, stronger leadership.

Regular reflection is the compass guiding leaders towards self-awareness and continuous improvement. By taking time to examine experiences, decisions, and outcomes, individuals can gain invaluable insights into their strengths, weaknesses, and areas for development.

Learning agility is crucial for leadership success, and executive coaching enhances it through strategic learning. Coaches identify key development areas aligned with career goals, creating focused learning plans with measurable objectives and timelines. This structured approach ensures intentional learning and progress tracking. Coaches encourage a 'double-click' on areas needing more focus, offering complementary challenges to stretch capabilities. Continuous feedback and real-world skill application reinforce learning and adaptability. As leaders engage in strategic learning, they set an example, inspiring organizational growth and development. Executive coaching thus enhances learning agility and drives success.

Agility in executive coaching is crucial for adapting to dynamic business environments, enabling leaders to swiftly respond to challenges, foster innovation, and drive continuous personal and organizational growth. In an ideal organisation, there's a need for a robust learning and development department. I have read somewhere that we need to unlearn in order to learn. But for this we need a lot of support from management.

Strategic learning is a necessity for continual improvement as an executive. Strategic learning involves identifying and focusing on critical areas crucial for an executive's growth and their organization's success. By setting specific learning objectives aligned with strategic goals, executives can prioritize their development efforts efficiently. Coaches can guide leaders in creating personalized learning plans incorporating targeted training, mentorship, and real-world application. Strategic learning improves individual performance and drives organizational innovation and competitiveness.

To help leaders accelerate their growth and achieve their career goals, we have to focus on personalized learning plan, outlining specific objectives, actions, timelines, and metrics for success. The plan included a mix of formal training programs, on-the-job experiences, mentorship opportunities, and self-directed learning activities.

Key areas for development should align with your most relevant talents and skills. Understanding your strengths will make your development process more effective, robust, and swift, as you will be able to add greater value to any project.

Mental agility is indeed vital, but I also believe it's essential to integrate Spiritual Intelligence into our thinking. When we expand our perspective and connect with our inner selves, we find deeper insights that can guide our decisions. This approach allows us to navigate uncertainty with wisdom and compassion. By seeking alignment between mental agility and Spiritual Intelligence, we cultivate a more profound understanding of our choices and their impact on others. Our growth in leadership and learning becomes not just about personal achievement but also about contributing positively to our community.

I find using a psychometric assessment to measure growth-mindset traits, such as, open/reflective, experimenting, flexibility, self-improvement, wanting challenge, taking initiative, and optimism, is a great place to start. Leaders are unaware of how these traits impact their mental agility. People have narratives in their head around these traits that either make them shine or keep them stunted. As a coach I love to explore how to shift their stories and create new narratives that make them flourish. Leaders are surprised when you dig deeply enough in how often they hold to unhelpful paradigms. Unless they willing to intentionally reframe their perspectives, and operate out of their current comfort zone, little will change.

Mental agility refers to the ability to think critically and creatively in complex situations. It involves being comfortable with ambiguity and making decisions with incomplete information. Coaching should focus on enhancing this aspect of agility through problem-solving exercises and strategic thinking.

Executive Coaching is able to unlock awareness of self capabilities, future challenges and opportunities. This in turn makes it easier to design learning strategies to provide the required skills for facing all those challenges and grab success. This framework known as learning agiity

Meet with several certified coaches before choosing the one who makes you feel the most confident and who challenges your thinking without judgment, with respect, but also directly.

Enhancing learning agility through executive coaching involves developing an ability to quickly and effectively learn from experiences and apply that knowledge to new situations. Having a Growth Mindset is key. Encouraging executives to view challenges as opportunities for growth rather than threats; this mindset fosters resilience and openness to learning. Helping executives reframe failures and mistakes as valuable learning experiences, reducing the fear of failure and promoting experimentation can enhance learning agility.

1 // Executive coaching enhances learning agility by fostering self-awareness, encouraging reflective practice, and promoting a growth mindset. 2 // Coaches can provide personalised feedback and support, helping individuals identify and leverage their strengths while addressing weaknesses. 3 // By setting challenging goals and guiding leaders through new experiences, coaching pushes them out of their comfort zones, enabling them to quickly learn and adapt in dynamic environments. This process of continuous learning and adaptation strengthens their ability to handle complex situations effectively.

Fundamentally, I believe we need to understand the meaning of 'learning agility' (LA) and the circumstances in which it's required. Its primary use is to enable internal mobility in an organisation (upwards or sideways), invariably requiring the job holder to demonstrate high levels of adaptability and flexibility. In my opinion, an Executive Coach might help a learner to develop LA by encouraging them to think and operate outside their typical 'comfort zone', ask them how it felt, and actively develop those skills in which the learner felt most discomfort. Barriers to change, a growth mindset, reflective learning, and experimentation might also be discussed in a safe and non-judgemental environment.