Introduction
This paper addresses the information that is required for effective executive coaching record keeping. Also, it offers sample forms that cover initial intake session, session progress notes, and final course summary.
Type of information that is needed for proper executive coaching record keeping when coaching an individual within an organization
The coach should know the needs of the executive/individual
Understanding the needs of the individual is the first important piece of information in executive coaching recording keeping. The coach should commence the training only after he/she knows the strengths, skills, and weakness of the individual. While some business executives require developing specific skills, others seek self-development (Brunning, 2006). Once the coach understands the requirements of the client, he/she is in a position to offer training effectively. Importantly, there are three types of learning, and the client might be in need of one of them. These include; strategic problem solving, learning leadership abilities, and modern ways of discharging duties, and “learning how to understand” (Principles and Guidelines, 2012). The last type aims at preventing long-term dependency. The executive gains the knowledge and skills to deal with future issues while gaining advanced skills without requiring their coach. These learning types are vital during the executive coaching record keeping. Additionally, the individual should understand that the coach is not an expert of their goals. The client should monitor their targets as the coaching progresses. The executive should set their agenda and realize that the coaching is a form of partnership. This information will help the coach to discharge their roles efficiently and the executive to get the maximum benefit.
Skills and expertise of the coach
The client should inquire and understand the knowledge and know-how of the coach. They should determine whether the coach can offer the required training. The coach should be highly qualified and have excellent experience in the particular field. The coaching should support the executive to improve performance in their area of operation. Also, it should offer sufficient support to allow individual transformation duties in their career. Additionally, it should instill strategic thinking among the executives to help develop incoming leaders for the organization. It should offer vision, value, and enhance teamwork within the organization. The coaching should contribute to the development of a certain culture and even propose ways of adherence. Most importantly, the coach should possess the expertise to steer the achievements of these requirements. Further information on the part of the coach includes;
Confidentiality
The coach should understand that the client’s information is a secret affair and disclosing it may impact the individual adversely. The coach should only reveal the details if they acquire permission from the client. However, the executive who is undergoing coaching can choose to share the information with trust persons. Some people tend to gain more from training sessions if they share the details with family members and close friends.
Accountability
The coach needs assurance that the executive is accountable for themselves. The duty of the coach is to help an individual to realize their commitments; thus, the trainer is indirectly involved in the achievement of the goals. The executive should strive to honor their agreements with the coach including time or coaching. Also, the client should be ready and willing to learn in each coaching session.
Honesty
Honesty is an essential virtue of during the sessions. Importantly, the coach should be open about the condition of the client, progress, and possibility of achieving the established goals. On the other hand, the client should be honest and exhibit respect for the coach.
Both parties should have the information on the importance of recording keeping
Primarily, record keeping aims at improving the continuity between different sessions. The records offer vital information for both the coach and client. It facilitates appraisal, evaluation, and estimation of the progress (Hart and Kirkland, 2011). Efficient record keeping helps the coach to determine factors that might interfere with the coaching process. The coach determines what areas needs require emphasis and how best to handle them. The individuals are also able to evaluate their progress. Through record keeping, both the coach, and the client can manage their schedule (Zucker, n.d.).
Initial intake session, session progress notes and final session summary
Initial intake session
Session progress notes
Final session summary
Conclusion
Executive coaching record keeping requires a good understanding between the coach and client. Importantly, both the parties should understand their goals, skills, and level of expertise. The client should commit to maintaining the agreement with the coach. On the other hand, the coach should ensure to guide the client in the right direction.
References
Brunning, H. (2006). Executive coaching: Systems-psychodynamic perspective. London: Karnac Books.
Hart, W. E., & Kirkland, K. (2001). Using your executive coach. United States: Center for Creative Leadership.
Principles and Guidelines for a Successful Coaching Partnership. (2012).Retrieved from http://www.ajoconnor.com/sites/default/files/ExecutiveCoachingHandbook_5thedition_2012.pdf
Zucker, R. (n.d.). Executive Coaching | Stanford Graduate School of Business. Retrieved June 8, 2016, from gsb.stanford.edu, https://www.gsb.stanford.edu/alumni/volunteering/act/service-areas/executive-coaching
