Changes in Executive
Coaching
HOW ORGANIZATIONAL CHANGES ARE AFFECTING EXECUTIVE COACHING:
PART I
By Jeffrey E.
Auerbach, Ph.D.
www.executivecoachcollege.com
(This
is copyrighted material and permission has been granted to display on this
website by the author, Jeffrey E. Auerbach. No further reproduction or
publication is permitted.)
Each year a group of senior executive
coaches gather in a "think-tank" setting to discuss developments in the
executive coaching field. This "invitation only" gathering of thought leaders
is known as the Executive Coaching Summit and was most recently held November
7-8, 2005 in San Jose California.
A forthcoming report (in process by
this author) will provide an extensive discussion of the findings of this
event. Here is a glimpse of just some of the findings as to how organizational,
climate and demographic changes are affecting the executive coaching
field:
Information Loss with Boomer
Retirements
1.
Organizations are experiencing the demographic shift of baby-boomers exiting
and retiring. Organizations are on the verge of an incredible loss of
information and experience. As a result, organizations have a dearth of
emerging leaders in their pipelines. These succession issues increase the
demand for executive coaching.
Gen Y More
Demanding
2. A new
employee-employer contract is emerging as younger employees have a different
relationship with their work than baby-boomers. Younger employees demand more
work-life balance and are not willing to trade as much for the sake of the
organization. Gen Y (20-somethings) are often described as comfortable with
technology, own their own value as they are their own brand, have less loyalty
to an organization; seek more frequent changes and seek democracy in their work
life.
Retention Concerns
3. Leaders are increasingly
concerned about employee retention as they know employees will not stay if they
are not satisfied.
Gen X Seek Emotional Intelligence
4. A new
generation of leaders will soon emerge. "Gen X" leaders are predicted to excel
in teamwork and collaboration. To succeed in this environment more executives
are interested in emotional intelligence.
Coaching in a Direct
Business Context
5. There is increased emphasis of purchasing coaching
services in a direct business context as opposed to general
development.
Coaching and Business
Outcomes
6.
Increasingly, both leadership development and executive coaching are being
examined in terms of business outcomes.
Keeping Women in Corporate
Life
7. Organizations are finding that women are leaving corporate life
whereas the organizations want them back.
Coaching to Shift
Mindsets
8. Organizations are increasingly interested in developing
coaching cultures to help executive change efforts. Some studies indicate that
85% of change efforts fail in organizations (University of Michigan). The
research is that although technical changes and team-building are conducted,
people often don't utilize new systems because they haven't shifted mindsets. A
coaching culture is seen as a way to help people shift mindsets and adapt to
change.
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