1. What is executive coaching?

Executive oaching is an approach to leader development, based on a relationship between two people, the coach and the individual. The individual typically wants to improve his or her understanding of a situation, learn new skills, prepare for new situations, or improve performance areas. The coach may provide a variety of services to help the individual improve his or her performance. For example, the coach may help identify an underlying problem, provide tools that help the individual understand the problem, suggest activities that will lead to performance improvement;, share insights about the environment in which the individual works, and provide honest feedback about the quality of performance. Coaching is especially useful during times of significant change or challenge, when individuals must acquire new skills or adapt to new environments.

2. What are the areas in which an executive could expect to be helped by the coaching you offer?

The coaching work we do is very varied. However, the following topics arise regularly:
* Conflict management,
* Working collaboratively,
* Tact and diplomacy,
* Working across boundaries,
* Listening skills,
* Presentation skills,
* Time management skills,
* Strategic thinking,
* Decision-making skills,
* Interpersonal relationship skills.

3. How can I be sure that your services can help me?

The essential requirement for effective coaching is simply the individual’s desire to improve his or her performance and willingness to work at it. Improving a skill is a challenging task. Unless the individual is motivated to participate fully in a coaching relationship and make significant changes, coaching is not likely to succeed.

4. Why do you say that your PhD in Industrial/Organizational Psychology is particulalry adventageous to your clients?

Executives use coaches for themselves or for subordinates for a variety of reasons. These reasons, however, often boil down to one thing: the belief that an individual will be more effective if he or she changes. The need for change can be urgent as in coaching a candidate who has put a promising career in jeopardy. Or, the need can be subtle as in dealing with a talented individual facing a new challenge requiring new and untested skills.

Many individuals market their services as executive or management coaches. How can you find those who are most likely to promote lasting change in the needed direction? Understanding individual behavior, the organizational setting in which the person works, and the demands that they place on individuals as managers and leaders requires in-depth knowledge and professional expertise. Knowledge becomes expertise only through practical relevant experience gained in the work place as well as the classroom. Whom should you call for the knowledge and expertise required for the development of a potential star, the recharge of a prodigy who has reached a plateau, or the rescue of a derailing executive?

Effective coaching requires expertise in a wide array of fields including assessment, measurement and evaluation, change management, adult learning and development, leadership development, performance management, organizational behavior, and team dynamics. Because psychologists educated in Industrial and Organizational Psychology (I-O) have a doctoral degree and a thorough education in these fields, they are particularly qualified to provide effective coaching assistance. Equally important, I-O psychologists have in-depth relevant experience in organizational settings. I-O psychologists typically have served internships in organizational settings. Most I-O psychologists subsequently assume managerial and/or consulting roles in organizations. Some work as internal consultants and are employed by an organization; others establish independent consulting practices and serve as external consultants to organizations. I-O psychologists, who choose careers in teaching and research, almost always consult with organizations in some fashion, staying involved in current issues and keeping research and theory relevant to contemporary concerns.