discussion
Executive coaches have a range of information and skills from which to draw on to carry out their jobs. Among common skills needed are effective listening, open ended questioning, non-threatening approaches to interacting, and techniques to cushion constructive feedback. In your experience what advice can you give to cover all basis listed. When using your strategy did you receive positive or negative feedback.
The tenets of solution-focused coaching involve elements such as cognitive, behavioral, solution-focused, and person-centered. According to Hicks & McCracken (2010) Solution-focused coaching is an evidence-based approach to helping others identify and make meaningful progress toward achieving their goals (p. 64). The client has to be willing to change and is particular about it. The coach should try to gauge the problem with the client and see if it is possible or not. Clients must develop their own goals, and the coach should allow them to do so. Resources and strengths to solve their problems should be available. Coaching is an integrated approach that combines the use of cognitive, behavioral, imaginal, and problem-solving techniques and strategies within a cognitive-behavioral framework to enable coaches to achieve their realistic goals by helping everyone to overcome blocks to change (Palmer & Szymanska,2019).
Solution-focused coaching is done to find solutions rather than the problem. It is beneficial only when applied correctly. A coach should put more emphasis on identifying and tackling the problem rather than the individual. This solution also offers the possibility of building on strengths rather than highlighting one’s weaknesses. In the event of identifying one’s weaknesses, an explanation of how to tackle it is provided. According to Wakefield (2006) solution-focused coaching is based on the theory that you cant get out of a problem with the same thinking that you got into it (p. 9).
When an individual undergoes this coaching strategy, it enables them to feel motivated and highly motivated to work on their weaknesses. This strategy offers the possibility of arriving at solutions in a short period of time. This is because an Executive Coach narrows down the problem easily rather than navigating through the person’s attitudes and past mistakes. It creates a massive impact on clients. It helps clients identify what they do well and encourages them to use their strengths to achieve their goals. This strategy is goal-oriented and short term. Three-quarters of the organizations surveyed offered to coach their employees, and 69 percent expected to increase their coaching capacity (CBC, 2016).
It is an approach based on inviting new options for the client rather than focusing on the individual. Designing solutions that can be met instead of fixating on problems in the relentless hope of finding a way out fosters a healthy relationship between the client and their employees through an organization’s Executive Coach.
