Adele C.’s Post

NOTES FROM AN EXECUTIVE COACH - ON KNOWING WHO ISN'T YOUR CLIENT One of the challenges of being in the professional services industry is discerning who is or is not your client. I have had to say no to as many potential clients as I have said yes to. Nailing down the specific criteria of what that looks like is both an art and a science. A balance or blend of figuring out the emotional, financial and opportunity costs of working with clients. I have been doing quite a bit of work lately on defining not only the different personas that shape the client I want to work with but also the customer experience journey I want them to go on. For example my executive coaching. My ideal clients are those who are already in executives director or partner roles, or those who are identified to be on track to occupy these roles. I work one-on-one, with teams and with groups and sometimes a combination of these. These are over six to twelve month periods minimum, and are focused on Leadership Development, Strategic Planning & Growth, Performance Coaching and Effective Communication. This is a five figure commitment (sometimes six figure) for people and teams who are serious about taking their leadership and their organisation to the next level, and it is important to identify who is a client at the enquiry/discovery stage to make sure expectations are aligned. Whether it is a one hour taster session, a VIP day or one of the longer programmes it is important to ensure there is fit. Not only in the way I communicate what this process is and the outcomes that come from it, but also to ensure that the person coming is in coachable and for them to recognise this is high level accountability, solution focused coaching. I recently told a potential client they can't afford me. They thought I was talking about money, but I explained that the financial investment is not the only consideration here. Our conversation identified that there were already several blocks and challenges that would need to be sorted out before coaching started. Therapy training will help you to see that. The emotional cost was just as important to me and having done many of these assessments and interviews, this was not going to be for us at least not yet, but I was happy to recommend others. My coaching is premium. I make no apologies about it and it is so important for me to ensure that in delivering at a certain level of quality I work with the right clients. Not just for me, but more importantly for them. I would rather say I am not your guy than take your money and pretend to be, just for coin. Saying no is important for me, so that when I do say yes, I am all in, and everybody wins. Photo: Me and Jerry Colonna, one of the pivotal mentors in getting me to be the executive coach I am today

What might having a coach in your corner help you with? Sharing a 2-part self-reflection question below. I'm often being asked 'what is coaching' and 'why do people need a coach'. And, in true coaching style, to that last question I say 'it depends'. But let's start at the beginning. What is coaching? The International Coach Federation's (ICF) definition is: 'partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. It is client-driven. It focuses on setting goals, creating outcomes and managing personal change.' My favourite definition of it is: 'Coaching is helping someone achieve their goals by themselves, though not on their own.' I love this definition of coaching, because it encapsulates its power: working on YOUR goals, not anyone else's, by leveraging or growing YOUR skills, talents, abilities! Why do people need coaching? Well, they need it for different goals. And there are different types of coaching, too, for example life coaching, health and well-being, career, leadership, etc., depending on the areas where people need help and support. For example, I am certified executive coach and team coach. My area of coaching is personal and professional leadership development, for both individuals and teams. I work with individual contributors, mid-managers, new team managers, seasoned team leaders and executives. As you might guess, their coaching needs and goals are different. Here are some examples of coaching goals that my clients and I worked on in their coaching program: 1. Personal Development & Presence: Enhance influence and confidence. 2. Leadership & Motivation: Inspire and empower teams. 3. Strategic Planning & Communication: Communicate effectively with leaders, boost visibility. 4. Conflict Resolution & Feedback: Handle conflicts gracefully, give/receive feedback. 5. Career Development: Pivot/advance career, build peer relationships. 6. Team Dynamics & Collaboration: Achieve results through teamwork, foster accountability and psychological safety. So, now for the 2-part self-reflection question: 1. If you had a coach in your corner, what struggles might they help you overcome? - What would that look like for you? - What struggle would you address first? 2. How would you turn 'working against the struggle' into 'working towards a goal'? For example, let's say you struggle with having a 'difficult boss'. How would you turn that into a goal you want to work towards? It might sound like 'I want to get better at managing up and improving the relationship with my boss'. And then, if you did improve the relationship with your boss now by, let's say, 30%, how would that translate into tangible results for your career growth? Lead different. Lead with coaching in mind! #allpersonal #leadershipcoaching #teamcoaching #coaching

Set, ready, coach! 🏃♀️ When asked what makes a good leader, People give all sorts of different answers: A great leader is a: — Coach — Listener — Visionary — Motivator — Team builder — Decision-maker — Strategic planner And the reality is that it's all of these and more. I want to focus on the leader as a coach. In a complex work environment, you can’t direct every decision You need team members who can think, analyze, learn, and make smart choices independently. Through coaching, you support them in building these skills. Coaching is not: ✕ Offering advice ✕ Mentoring or training ✕ Following a lockstep process ✕ Giving employees explicit direction Instead, through coaching, you help team members develop new skills and deeper levels of self-awareness. As a result, people grow, and your organization benefits by having ever-more-capable employees. Everyone wins! Learn how to master coaching: ↳ Encourage reflection To help the person move beyond their initial reactions to deeper insight. It can be as simple as asking “And what else?” or “Tell me more.” ↳ Listen actively It involves using curiosity and empathy to understand what someone is really saying ↳ Ask questions Coaching is a dialogue, and asking questions is an important way to spark additional thinking. ↳ Share your thoughts Give feedback but avoid dominating the discussion — Make sure your team member is receptive. — Present your ideas and feedback in neutral terms. — State your opinions as interpretations of what you observed. — Stick to what is relevant in this session. — Check in with the person. Ask, “Is what I’ve shared useful for you?” Key Takeaway: Developing coaching skills not only transforms individuals but also catalyzes organizational transformation, driving agility and overall performance ------------------------------------------------------------- Are you a new or experienced manager looking to level up❓ DM me & we’ll unlock your full leadership potential together🚀 Follow me and hit the 🔔 for more content Margarita Vargas ------------------------------------------------------------- #leadership #management #personaldevelopment #selfgrowth #coaching #awareness #mindset #motivation #teamwork #success

The Leadership Superpower You Need to Master: Coaching Conversations As leaders, we wear many hats - strategic visionary, problem-solver, decision-maker. But one of the most important (and often overlooked) roles we play is that of coach. Coaching our teams to higher levels of performance and fulfillment isn't just a "nice to have" - it's essential for driving sustainable growth and success. Yet all too often, we get caught up in the day-to-day demands and fail to prioritize the kind of meaningful, development-focused conversations that can truly move the needle. That's a mistake. Mastering the art of the coaching conversation is a true leadership superpower - one that can transform your people and your organization. So what does an effective coaching conversation look like? It starts with shifting our mindset. Instead of seeing ourselves as the all-knowing expert dispensing advice, we need to approach these discussions with a spirit of genuine curiosity and collaboration. The goal isn't to tell people what to do, but to help them tap into their own inner wisdom and find their own solutions. We ask thoughtful questions, we listen deeply, we provide reflective feedback - and ultimately, we empower our people to take ownership of their growth and success. Here are a few key principles to keep in mind: 1. Focus on the future, not the past. Rather than dwelling on what went wrong, turn the conversation toward what's possible. 2. Emphasize strengths, not weaknesses. Every person on your team has unique talents and capabilities. Identify those strengths and figure out how to amplify them. 3. Foster accountability. Don't let your people off the hook! Make sure you're getting clear commitments to action and following up. 4. Provide a safe space. Coaching conversations require vulnerability. Create an environment of trust, empathy, and psychological safety. But that's not all. Here are some additional ways to become a more effective coach: 5. Listen more than you speak. Resist the urge to jump in with your own solutions. 6. Ask powerful, open-ended questions. Questions that start with "what," "how," or "why" tend to be more effective. 7. Provide balanced, actionable feedback. Celebrate wins, acknowledge areas for growth, and suggest concrete steps forward. 8. Follow up regularly. Coaching isn't a one-and-done exercise. Schedule check-ins to monitor progress and provide ongoing support. When you master these principles and strategies, the impact can be profound. They all had a coach in their corner - someone who believed in them, challenged them, and helped them unlock their full potential. So what are you waiting for? Start flexing your coaching muscles today. Your people (and your business) will thank you. #Coaching #Development #Accountability

The Ripple Effect.. I am sure you could have sensed this and are asking yourself, if you look around, is there one? My recent discovery & discussion with a friend kept me on my toes. Imagine walking into your office on a Monday morning. Instead of the usual buzz, you sense something different. There's an energy in the air—a palpable excitement. Employees are engaged in animated discussions, leaders are actively listening, and innovative ideas are flowing freely. This isn't a far-fetched scenario; it's the potential reality of an organization transformed by authentic coaching. Let me share a story through a real experience where authentic coaching transformed organizations, creating that ripple effect. Sachin, a CHRO at a mid-sized tech company, was skeptical when his CEO suggested implementing a coaching program. "We don't have time for feel-good exercises," he thought. But faced with high turnover and lagging productivity, he decided to give it a shot. Six months later, Sachin couldn't believe the transformation. The employee engagement scores had jumped by 30%. Team leaders were resolving conflicts more effectively. Most surprisingly, a group of previously overlooked employees had developed an innovative product feature that was now driving significant revenue. The secret? As he mentioned, it was authentic coaching that focused on genuine connections and personal growth, not just performance metrics. This story isn't unique. The ICF Global Coaching Study 2022 found that 86% of organizations reported a positive ROI from coaching initiatives. Deloitte's research showed companies with strong coaching cultures are 39% more likely to outperform their peers financially. But numbers only tell part of the story. The real power of coaching lies in its ability to unlock human potential in unexpected ways. Now, I am curious to learn more & hear from you: Think about a moment when coaching made a tangible difference in your organization. What changed? How did it feel to witness that transformation? This questions, kept me going (plot): 1. What problem were you facing? 2. How did you implement coaching? 3. What surprised you about the results? 4. How has this experience changed your organization? Your reflections, whether a resounding success or a learning opportunity, could provide invaluable insights. By sharing, you're contributing to a collective understanding of how we can create more dynamic, innovative, and human-centric workplaces. Let's start a dialogue about the transformative power of authentic coaching, exploring how this approach can elevate organizations and drive excellence in ways we've yet to imagine. What's your #AuthenticCoaching story? #CoachingCulture #ExecutiveCoaching #PerformanceCoaching BYLD Group

𝗠𝗮𝘅𝗶𝗺𝗶𝘇𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: 𝗧𝗼𝗽 𝗧𝗶𝗽𝘀 𝗳𝗼𝗿 𝗙𝗶𝗿𝘀𝘁-𝗧𝗶𝗺𝗲 𝗖𝗹𝗶𝗲𝗻𝘁𝘀 💡 For those who have never worked with a coach before, it can be daunting to know where to begin and how to make the most of your investment. Yet if you don’t think critically about how to use your time with a coach, you may not get as much out of the experience as possible. Here are some recommendations for professionals who are working with an executive coach for the first time: ✓ Be clear about your goals: Before you start working with a coach, reflect on what you hope to achieve through coaching. This can help you and your coach establish a clear direction for your coaching sessions to ensure your time together is productive. ✓ Be open and receptive: Coaching is a collaborative process that requires you to be open to feedback, new ideas, and perspectives. Be willing to share your challenges, concerns, and aspirations with your coach. ✓ Take ownership of your learning: While your coach will provide guidance and support, ultimately, you are responsible for your own learning and growth. Be proactive in setting goals, identifying areas for improvement, and taking action to implement the insights and strategies you gain from coaching. ✓ Be consistent and committed: Coaching is most effective when it is a consistent and ongoing process. Make a commitment to attend all scheduled coaching sessions, and be willing to invest the time, effort, and resources needed to achieve your goals. ✓ Evaluate and adjust: Regularly check your progress and the effectiveness of coaching. Be willing to adjust your approach as needed. Provide feedback to your coach on what is working well and what could be improved. Work together to make any necessary adjustments to your coaching plan. Working with an executive coach can be a transformative experience to help you overcome challenges, develop new skills, and achieve your goals. By following these recommendations, you can make the most of your time with a coach and achieve the outcomes you desire. Have you ever worked with an executive coach? I’d love to hear about your experience in the comments! 👇 ➖➖➖ For over 25 years, I've empowered leaders at Boeing, American Express, and Exxon/Mobil with The Authenticity CodeTM - a transformative program for elevating leadership and communication skills. Now, I'm speaking and teaching this game-changing approach at UCLA Extension. Want to unlock your authentic leadership potential and boost your influence? ***** 👉 Type "YES" in the COMMENTS below to receive exclusive event details and a FREE preview of "The Authenticity CodeTM." For my LinkedIn community that seizes this opportunity to transform your leadership journey, we'll meet at the event and make a lasting impact! #executivecoaching #personaldevelopment #leadership #management #success #communication

In this post, I share a pivotal moment in my practice that highlights the power of co-creating agreements with clients. It's a reminder of how clarity, trust, and collaboration drive meaningful growth. I invite you to reflect—how do agreements shape your professional conversations? Let’s explore this together!" Thank you, Catalyst Coach

If you are an individual coach or a coaching company, you need to read this: THE FUTURE LOOKS BRIGHT! (Or does it?) Recent industry reports highlight the significant growth in the coaching sector. I am currently working on a White Paper for Elevation Labs - Mindset Metrics Software and have researched the coaching industry in detail. Here's an excerpt of the white paper: "The global coaching market is projected to reach approximately $25.95 billion by 2030, with a compound annual growth rate (CAGR) of 6.7% from 2022 to 2030. This growth is attributed to the increasing demand for professional development, leadership training, and personalized coaching services, as well as the integration of digital tools and platforms into coaching practices." Based on this, the future looks promising. However, in the past year, I've surveyed and interviewed over 150 coaches, consultants, and CEOs of coaching companies. The vast majority have described to me a different picture of what the current state of the coaching industry looks like. Here are some of the common struggles they have shared with me in private: - Difficulty in getting new clients. - Struggle to differentiate and stand out. - Cut-throat competition. - Closing sales is hard. It's two different stories that I'm hearing. (The thing is that no one is sharing the latter publicly.) There are however a small group of coaching companies that are thriving. They have strategically made some bold moves and positioned themselves brilliantly and in a unique way, allowing them to stand out from the rest. ✅ They have understood the post pandemic market shift. ✅ They have identified the new needs of their potential clients. ✅ They have invested in the necessary training to update the skills that are necessary today. ✅ They've stopped replicating what everyone else out there is doing. The white paper I am writing will discuss the successful strategies of these companies and why they are effective. In short, they have been able to nail down the post-pandemic shift in the personal development space and pivoted their approach and positioning in a way that fully aligns and resonates with what the market is demanding today. I will share the white paper here once it's finished so there is no need to opt in through a landing page. However, if you are interested in reading the white paper, please send me a DM or comment below and I'll make sure I send you a copy once it's out of the oven. In the meantime, what's your take on this? Which version of the painting are you observing and experiencing?

Setting your executive coaching engagement up for success! is the title of the article and has a good summary of identifying a coach to partner with. For me, this is the keyword "Partner". The article shares ten questions that you can ask your potential coach, such as: *What is your coaching process? *How would you describe your coaching style? *What are the critical elements for setting a coaching engagement up for success? *When have you worked through a coaching situation that didn’t go well and how did you handle it? *What are your key areas of specialty when it comes to coaching? *What do you need from me to ensure the coaching engagement is successful? *What is your approach to confidentiality, especially if this is being paid for by the company I work for? *How will you be partnering with my manager and / or HR throughout this process? *How do you measure progress and impact? *How do you ensure what we work on during the engagement is supported and enabled beyond the coaching engagement? Many coaches myself included would actively volunteer the majority of this information without asking. Before any individual asks these questions to a potential coach I would first encourage you to ask them of yourself - not what do I expect/want the coach to say but what is my commitment to the coaching partnership, what questions do I want to explore, how will I know I have achieved/answered this questions etc. It's a Partnership. An equal one..... In my opinion. As stated, "86% of organizations saw a return on investment on their Coaching engagements, and 96% of those who had an executive coach, said they would repeat the process again". Ummm yes a partnership. Helping People to Be Brilliant! https://lnkd.in/d99ySK5P

The role of feedback in coaching    Candid conversations: The heart of transformative coaching   Let’s talk about feedback and the power of candid conversations. Not the kind that make you wince, but the transformative dialogues that propel you forward.   In my experience of being an effective coach, I’ve seen firsthand how the right feedback can turn good performers into great leaders.    Here’s the real deal on why feedback matters:   🧭 It’s your personal GPS: GPS, today, has become synonymous with travel, right? You can’t get to where you’re going without knowing where you’re currently at! That’s what growth without feedback looks like. Good feedback tells you exactly where you stand and plots the best route to where you want to be. It’s specific, actionable and sometimes brutally honest.  😬 But always aimed at moving you forward.    🤗 The ‘safe space phenomenon’: I’ll let you in on a secret: magic happens when people feel safe enough to be vulnerable. As a coach, I know the power of creating this space. It’s where we can have those raw, unfiltered conversations, truly candid conversations that lead to real breakthroughs. No judgement, just growth.   📈 Fail fast, learn faster: Remember when ‘fail’ was an ugly four-letter word? Well, not anymore! In our coaching sessions, we treat each piece of feedback as a mini-experiment. What worked? What didn’t? How can we tweak it? This rapid-fire approach doesn’t just improve performance – it encourages innovations. You start seeing opportunities where you once saw obstacles.    🪞 The ‘mirror effect’: Ever had an “aha” moment about yourself? That’s feedback doing its job. It’s like holding up a mirror to your actions and their results. Sometimes the reflection surprises you, but gosh, does it lead to better decisions moving forward.    💪🏼 Bouncing back stronger: Here’s the thing about regular feedback – it toughens you up. Not in a calloused way, but in a ‘bring it on’ kind of way. You learn to see challenges as chances to flex your problem-solving muscles. In today’s world, that adaptability is gold.   If you’re nodding along thinking, “I need more of this in my life”, let’s chat. Whether you’re looking to smash some goals or navigate tricky transitions, targeted feedback could be your secret weapon.    If you’re ready to embrace the power of candid conversations in your coaching journey, reach out today.    Send me a DM with ‘Coach’ and let’s chat about how you can advance to the next level.    #Coaching #ContinuousImprovement #TheIntentionalCoach #CoachingTips #LeadershipDevelopment