Dear Coach or Aspiring Coach:

Of the coaches in the market, 95 percent work at a low to middle level of organizations.

How do you get to work with senior leaders – even if you don’t have a best-selling book or don’t have a famous name in the coaching world?

I know the answer, because I’ve done it, still do it, and work with other coaches who do it, too.

Following are three steps to getting there, and they apply equally to internal and external coaches alike, after a brief Editor’s Note…..

Back to the three steps for working with senior leaders….

One: If you want to work with a “10” you have to be a 10.

We just completed another one of our acclaimed coach training intensives, and the people who attended were phenomenal, as always. Participants included a retired Marine whose helicopter squadron rescued 2,000 injured servicemen; senior Human Resource executives in global companies; a former sales executive in a major publishing firm; a physician and author focused on healthcare leadership; and some long-time consultants with track records of achieving significant results for their clients. All of these individuals are the caliber of people who can attract and engage senior-level clients.

Like it or not, you need to have a track record of achievements and substance if you want to be accepted by senior leaders. There are many ways to demonstrate this kind of credibility – including leadership roles, academic achievement, and technical expertise in an
area. With it, you will have a much easier time opening doors. Without it, you have to start building that track record now, and it
will take time.

Two: Be able to deliver value as a coach.

Coaches tend to go off track when it comes to delivering value. They get hung up in philosophies, academic jargon, pseudoscience, and superficial applications of recent research. These things fascinate coaches to no end, but are not so interesting to busy executives. This is one reason why so many executives still resist hiring a coach, and why we teach our students to focus on offering results and solutions, not on selling coaching or a specific philosophy.

The way to deliver value is simple. If you ask the right questions, the client tells you how they define value. What is the problem they want to solve? What is the challenge they want to overcome? What is the opportunity they want to seize?

From there, provide a practical, efficient, effective process to help the client reach their goals. Executive are smart, already-effective people. They can find their own way if you know how to assist them and serve as a catalyst to help them overcome their challenges.

The Center for Executive Coaching stands out from other programs here, because we go way beyond the ICF core competencies to show you how to address the most pressing situational challenges that your clients face. Value is baked in. Results are tracked and measured. Our content shows you how to get your clients from where they are to where they want to be –
whether for their own careers and leadership, for their team’s performance, or for the strength of their organizations. If your clients face a challenge, we have an approach to help them address it.

Three: Get visible through proven business development strategies.

Finally, you have to get visible in your market. Building a practice is not difficult if you have the above two criteria in place. People who are meant to be executive coaches tend to have a network of leaders and decision makers, or feel comfortable building one.

There is no magic bullet to attracting clients. You develop your network through introductions, referral conversations, and alliances. You educate your market by writing and speaking. You
get visible as a leader on association boards and committees. And you have a solid web presence and use LinkedIn to add to your network in a substantive way.

Coaches who succeed commit time to getting visible until they are well-known in their target market. There are no short cuts here. You either do it or don’t, and many coaches hide out and don’t make the required time or do the required work.

I hope that you found the above advice to be valuable. If you are considering a coach training program and believe that you will be successful, the Center for Executive Coaching is your best choice.

Thank you!

Sincerely,
Andrew Neitlich
Founder and Director
Center for Executive Coaching, USA

Announcement
Essentials of Managing Change and Employee Transition
MAY 30-31, 2019

Adjusting to organizational changes is always a challenge, and resistance to such change is a very common human response. This program provides a transition process for individuals going through change and a change leadership framework to understand resistance to change and how to manage it. The organization must have a systematic approach when dealing with […]

The Influential Partner
June 18-19, 2019

The Influential Partner is a part of the MasterClass Series for HR Business Partner which is a globally and professionally developed program for the HR Professionals to meet the demands and changing environment of the organization. This module takes you on a journey on how to build a credible and productive relationship in the workplace. It highlights […]

Positive Discipline
June 20-21, 2019

This program reinforces the participant’s working knowledge of acceptable standards of behavior in the company. They will understand the role of positive discipline in correcting employee performance problems and help achieve a positive turn-around in performance. Learn and apply the basic concepts behind “due process” through case study analysis. They will be given opportunity to […]

Effective Conflict Resolution and Solving Employee Performance Issues through Mediation
June 27-28, 2019

Conflict comes in many forms in the business world, involving people and practices. Mediation is an effective means of dispute resolution for any dispute without requiring a third party determination. In this program, the participants learn the basics and conflict management. They will understand concepts and models in mediation as an effective vehicle for conflict […]

Managerial Leadership
July 11-12, 2019

Join us this July 11-12, 2019 for our Managerial Leadership Program. Learn the difference between Management and Leadership, and acknowledge the key role of managerial leadership in achieving results. Practice the key management skills of Planning, Organizing and Controlling, as well as leadership skills of staffing and team building. Leadership is an important factor of […]

Building a Culture of Innovation in the Workplace
July 11-12, 2019

Organizations (profit or non-profit) are facing change like never before. Driving forces to this change include a rapidly expanding marketplace (globalization), and increasing competition, diversity among consumers, availability of and accessibility to new forms of technology and even a changing workplace culture. Creativity and innovation are keys to the success of a business. Leaders need […]

Strategic Decision Making
July 18-19, 2019

Strategic Decision making is a process of making long term decisions, which affect the way the company moves forward. It is vital for the organization to plan, analyze and properly execute their plans. Learn how to assess complex situations, analyze problems, and manage risks. This will allow participants to be able to recommend decisions, which […]

Coaching for Higher Performance
July 30-31, 2019

Leaders has a crucial role in achieving the goals and strategies of their organization or company. They act as drivers of the Organization, steering the hired Human Capital that act as key resources and talents in the path that the Organization wants to achieve. Coaching is nowadays recognized and used as a Leadership and Management […]

Articles
Newsletter

Subscribe to receive our latest updates


View our clients’ testimonials