Executive Coaching Principles and Guidelines

Wednesday, June 04, 2008

The Executive Coaching Principles and Guidelines
Excerpted from The Executive Coaching Handbook. Ennis, S., Goodman, R., Hodgetts, W., Hunt, J., Mansfield, R., Otto, J., Stern, L.  Published by The Executive Coaching Forum, 3rd Edition, January 2004. To access the full publication, click here.


THE SEVEN PRINCIPLES

Systems Perspective
Executive Coaching is conceptualized and conducted within the larger developmental goals and objectives of the organization.

Results Orientation
Executive Coaching maintains a focus on specific, desired results for each coaching goal.

Business Focus
Executive Coaching maintains a focus on the key business initiatives relevant to the executive.

Partnership
EC is conducted as a partnership between all key stakeholders: The executive, her/his boss, direct reports, Human Resource professionals, Organizational Effectiveness specialists, the coach, and other consultants.

Competence
EC is conducted by highly skilled and experienced professionals who maintain high standards of expertise, and who exercise good judgment and ethical behavior to practice only in those areas in which they are competent.

Integrity
EC insists that all key stakeholders uphold clearly defined agreements, and act with honesty and trustworthiness, especially around issues of confidentiality.

Judgment
EC requires good judgment arrived at through a balancing of perspectives of all key stakeholders, with knowledge and reflection on all relevant business and human dynamics.


THE SEVEN GUIDELINES

Managing Confidentiality
All coaching partners must develop, agree with, and uphold a formal, written confidentiality agreement before coaching begins.

Pre-Coaching Activities
All of the executive coaching partners work collaboratively to select the right coach, make all important decisions, and maintain continuous communication regarding the coaching process.

Contracting
All coaching partners, appropriate to their roles, engage in a contracting process that includes the learning contract, the business/legal/financial contract, and the personal contract between the executive and the coach.

Assessment
If appropriate, the coach and executive engage in an assessment process resulting in the executive receiving honest, balanced feedback, gathered from multiple perspectives, upon which to base a developmental action plan.

Goal Setting
EC is driven by targeted, and continuously updated goals, agreed upon by all members of the coaching partnership, and focused on achievements for both the executive and organization.

Coaching
EC is conducted in a trustworthy learning environment where the executive is free to experiment with new thinking and behaviors and where the coach draws upon a wide variety of proven learning tools and activities.

updated: 11 years ago