At an intuitive level, we accept that the individual (e.g., executive or manager) is a critical component of corporate success despite the fact that “people” are often the last variable to be addressed in the corporate success equation. This fact has historic roots, as well as organizational structure and group political/power determinants. The modern management thinking and analytic models that underlie much strategic and operational decision making paradigms – those developed by top tier business schools, general management consultancies and corporations - have been put off by the systemic and internal complexity of the individual. The typical view is that people are part of the organization and are addressed by plans for reporting structure, team/culture building, skills development, compensation and performance management processes. In other words, indirectly.
Results Driven Systemic (RDS) Executive Coaching addresses the individual directly, but within the context of the business and its performance needs. Coaching must have two interwoven sets of returns on investment (ROI):
1. A return to the business; and
2. A return to the individual executive or manager
It is in the contracting phase of coaching that the results that constitute the returns must be identified and mutually agreed to by the executive and coach, as well as by the client organization, the executive and the coach. At the same time, the coach and executive must operate in a confidential space that protects and promotes openness and change.
The Coaching Agenda is ultimately determined by the executive but the executive coach will frame that agenda within the context of three points: