If you’ve been searching for ways to improve your company culture, boost morale, or simply make better decisions – there’s a good chance you’ve come across some form of ‘executive coaching’. Organizations such as Google have been known to use executive coaches to help executives succeed and grow within their roles. But how long should you expect the process to take? There are dozens of reasons that companies may decide to hire a coach, but it is typically done in an effort to help improve their leadership skills. However, with the potential need for buy-in from multiple stakeholders – there’s a vast variety of variables at play that will ultimately influence how long it takes until you see results.
Short-term or Long-term Engagement
First, executive coaching can be a short-term engagement or a long-term engagement. Often times coaching is used to help the executive work through an issue that needs extra attention and focus. In this case it can often take less than 6 months to resolve their issue. At other times, the coaching might be used for development purposes where changes in behaviors and actions are being addressed. In this case, coaching can take up to a year or longer if needed.
The most important consideration in how long coaching takes is the commitment of the coach and executive to keep coming back into session until the desired goals have been reached. Often times executives will get their issue resolved quickly but then don’t show up for their next session. That’s what I call cheap coaching! What the executive needs to know is that it takes time and commitment on both parts of the coach and coachee to make coaching work. Often times, this is a good reason for coaches to bill monthly as opposed to an hourly fee which might be more attractive. Coaching needs a commitment from both parties to make it happen.
Number of Sessions
The next question is how many sessions should one have with their executive coach? That again depends on goals and expectations of the coach and coachee. The main point is that coaching can be used for short term purposes or long-term purposes. Ideally, you want a combination of both in your coaching program. That’s right, you want short term sessions and long-term development sessions to work on new behaviors and mindsets. My advice is to not get locked into a certain number of sessions, but rather go by what feels comfortable for both parties and keep going until goals are reached.
While some people can feel they have to do something all the time, others may not need to see their coach on a regular basis. Think of it this way: at first you will get more out of longer sessions, and you won’t need them as often over time. Just like anything in life, coaching is about creating consistent change that lasts – you just don’t want to throw all your effort into one session and then never come back again! That said if you are feeling stuck or overwhelmed then it might be time for additional support from your coach. Remember that coaching can be used for short term purposes or long-term purposes so don’t get locked into a certain number of sessions when it feels right.
If the coaching process is working well there should be no need to add new sessions, but if something comes up then it’s best to discuss it with your coach and see what happens next. Remember that coaching can be used for short term purposes or long-term purposes so don’t get locked into a certain number of sessions.
Common Time Periods for Coaching
- One time session – executive coaching can be a one off. It’s conducted and then that is it. The coach has done their job. Done!
- Series of sessions – this is when you are seeing your coach regularly for some time to get yourself back on track or address an issue, such as leadership development. Like a mentor program but with a focus on the future rather than the past.
- Long term commitment – some coaches work with people over long periods, perhaps even years or decades depending on circumstances and requirements. This might be required when they want to build greater awareness of self and their impact within an organization, whether in a full-time role or not. Business often use coaching as well to get people working at their best for the future.
- Short term commitment – occasionally executives just need a bit of support on an issue or to take some time out. This might be following a life event (e.g., divorce, bereavement etc.) and/or when they are under pressure from work or other factors in their lives.
- A combination of long term and short term – most executives find the best approach is to have a mixture of these types of sessions. Mixing up coaching with mentoring, regular session attendance can be key to lasting change. The executive needs to have an open mind and realize that simply showing up doesn’t mean that their issue will be resolved quickly. There is work involved; it takes time and dedication from both parties to make this happen: the coach and coachee.
As with anything, there are different levels of coaching from introductory coaching to development in specific areas such as leadership or communication. The most important point is that the executive needs to take responsibility for their own results and realize that it’s not the coach who “fixes” them and it won’t be done quickly. A good plan will involve short term sessions, long term sessions (or both). Again, don’t get locked into a certain number of sessions but instead go by what feels comfortable for both parties until goals are reached.
What to Do When You’re Getting Very Little Out of Your Sessions?
One thing that you need to consider when engaging a coach is the person’s ability and willingness to see what impact they are having on their own life. Coaching isn’t about trying to make someone else become perfect, it’s about making them aware of insights and changes so that they can progress. If there is resistance then this is something that needs to be faced in order for change to take place. At the start of each session, you should also agree what goals will be achieved during that time together so if there aren’t any then that could be another issue altogether. It might just be time to end the coaching relationship.
Tips on Getting the Most Out of Your Sessions with an Executive Coach:
Be open to the process
As with anything, there are different levels of coaching from introductory coaching to development in specific areas such as leadership or communication. The most important point is that the executive needs to take responsibility for their own results and realize it’s not the coach who “fixes” them and it won’t be done quickly. A good plan will involve short term sessions, long term sessions (or both). Again, don’t get locked into a certain number of sessions but instead go by what feels comfortable for both parties until goals are reached.
Evaluate your progress during each session
While some people can feel they have to do something all the time, others may not need to see their coach on a regular basis. Think of it this way: at first you will get more out of longer sessions, and you won’t need them as often over time. Just like anything in life, coaching is about creating consistent change that lasts – you just don’t want to throw all your effort into one session and never come back again!
Create a plan for what will be achieved during each session
If there is resistance then this is something that needs to be faced in order for change to take place. At the start of each session, you should also agree what goals will be achieved during that time together so if there aren’t any then that could be another issue altogether. It might just be time to end the coaching relationship.
Take responsibility for your own learning and growth
Coaching isn’t about trying to make someone else become perfect, it’s about making them aware of insights and changes so that they can progress. If there is resistance then this is something that needs to be faced in order for change to take place.
Have a clear understanding of what you want
Coaching isn’t just an event, it’s a relationship – one which will require time from both parties to see positive results. Think about how you feel at your current stage and if there is still work to be done then keep going! If you are bored or getting nowhere then maybe time to consider moving on.
Conclusion
Remember, coaching is about creating consistent change that lasts – you just don’t want to throw all your effort into one session and never come back again!
The goal is to keep learning from coaching and make the most of every session. You might not get it right first time but don’t get discouraged as that is a part of the learning process. Just like in many other areas, practice makes perfect and executive coaching will be no different – we would all rather see results sooner than later!
Changes should be something that can be evaluated and adjusted throughout the coaching process. Think of it as a learning curve, step by step you will make progress. Remember to track your progress and celebrate your small wins! Sometimes even just writing them down can be a great reminder of how far we come!