An executive coach is like a personal trainer. Her first step is to identify a leader’s needs and limitations in an unbiased fashion. She determines the leader’s preferred leadership and management styles, behaviors, beliefs, and values, then outlines the leader’s developmental needs. The two of them then discuss options and possible solutions, create an action plan, progress agenda, and timetable for the program. The coach acts as a sounding board and mirror, allowing the leader to see the impact of his behavior.
“Learning is not attained by chance. It must be sought for with ardor and attended to with diligence.”
– Abigail Smith Adams