Demystifying The Role of a Leadership Coach

On December 14, 2011, in Blog, Leadership Coach, by Christine Glasco

In a recent interview Mike Myatt, author of Leadership Matters…The CEO Survival Guide commented:

“No matter who you are – you don’t know everything, and the more successful you are, the greater the risks associated with blind spots and knowledge gaps.

Continued growth and development are a leader’s greatest competitive advantage – those who fail to recognize this will be replaced by those who do.

Whether you refer to us as Executive Coaches, Leadership Coaches, Leadership Success Coaches or Management Consultants our primary focus is on leadership effectiveness and enabling leadership career success.  Ultimately, we all have same goal: to help the client identify, ‘try-on’ and incorporate new behaviors that will increase the potential for personal and organization success.

Done properly, the power of the coaching process often results in:

  • Greater alignment between the client’s competencies/leadership behavior and the mission and goals of the organization
  • Enhanced executive presence
  • Favorable indicators that are associated with long-term leadership career growth
  • Notable improvement in the client’s performance and goal attainment
  • Exponentially multiplying the impact of the client’s learning through teaching the client how to better mentor and coach direct reports
  • Acquiring new strategic, tactical and agility leadership competencies
  • Identifying and executing legacy leadership goals
  • Measurable impact on the client’s leadership career trajectory

I have coached leaders for more than 20 years.

Over this time frame, I have observed hundreds of leaders: some effective and some not.

What I learned about the traits, competencies and qualities of effective leaders:

There is no one size fits all – most effective way to lead.  The most effective leaders are able to lead by leveraging their own unique talents.

They possess an ‘X Competency’: an unacknowledged talent that is part of the leader’s brand and separates him/her from the crowd.

They are curious and observant.  They question everything and tend to see far beyond the scope of their responsibilities.

They have a strategic, long-term game plan which is mostly unspoken due to the short-term focus of their company’s top management.

They appreciate the nuances and understand the art and the science of leadership.

They are extremely agile and are able to bolster their knowledge very quickly when faced with unknown, unanticipated and unchartered problem situations.

When mishaps or career bumps/setbacks occur, they are able to weather transition, learn from mistakes and approach new assignments with a greater sense of their strengths and areas for development.

In order to demystify the role of a Leadership Coach, it’s important to understand the mindset and methodologies of the Coach and on the flip side – to understand some of the hash marks on the effective leadership yardstick.

Questions for you to consider:

  • Are you an effective leader?
  • Would you be more effective by engaging the services of a leadership coach?


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Christine M. Glasco consults to company executives, business owners and non-profit leaders on strategic leadership and career management/career transformation solutions. She also provides coaching for coaches.

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One Response to Demystifying The Role of a Leadership Coach

  1. […] dreaded ‘need for networking’ conversation with all of my clients whether I am engaged as their strategic leadership coach or as their career coach. Here are some of the push back comments and complaints I regularly […]

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