The seven benefits of Executive Coaching in a company: the keys to team development The leader is alone, often very alone. In 2013, Stanford University published a study on executive coaching, stating that "nearly two-thirds of CEOs don't get outside leadership advice" but "nearly all want it" . Since then, the demand for executive coaching in Geneva has only grown. Due to the increase in demand, an explosion of coaches and businesses has taken place. While not bad news in and of itself, this increase in coaching opportunities has made it difficult for many executives who are coaching for the first time to identify the differentiators between coaches. At Cadran, we understand the pressure of choosing an individual coach and we want to help you make the best decision for yourself, for your business project, or for a member of your team. 1 Why executive coaching? It provides leaders with a space between two people, the facilitator and their client, to help them navigate the dynamics and multi-faceted demands of professional leadership. Here are some types of coaching that an executive could take to develop their leadership and communication skills. Assimilation coaching for leaders in transition to a new organization Career development coaching for leaders who adapt to new responsibilities with their basic skills and abilities in a new transversal role Succession plan to help executives define the desired results and the timetable for an important transition in the life of the company Even if specific circumstances do not seem to justify support, any manager can benefit from the point of view of someone outside their board of directors or their management team. As Stephen Miles, CEO of the Miles Group, says, "Even the best CEOs have their weak points and can significantly improve their performance with good outside help." 2 What prevents management from finding a coach? Even though almost all CEOs want support, why are so many not? We asked one of our clients to give us his opinion: Some leaders feel they should have "all the answers" already. They may also feel that asking for help is a sign of weakness. Manager development programs are favorably impacted by management training and the development of the leader's personality. I recently learned that asking for help and advice is a sign of strength and a trait of a great leader. "So it is a good business strategy. A successful leader knows his limits and reacts to the possibility of developing and thriving with supportive solutions to advance his capacities, build a project and generate solid results. We provide our leaders with learning and development measures for all phases of their careers, coordinating global, regional and local opportunities. These measures aim to strengthen the skills of our leaders and give them the opportunity to network and learn from each other. Support for executives is not reserved for top management. While studies have shown that professional development has a positive impact on performance from all points of view, the most significant improvements are found at all levels of management. But how do you choose a business coach? More importantly, how do you find one that will give you the best return on your time and financial investment? 3 What are my goals for business coaching? The goal of business coaching is to help you set clear and measurable short and long term goals. That doesn't mean you can shift setting your goals for the whole experience until you've hired a coach. You want a training program that allows you to do the following work: Make a transition to a new role, manage a business project Discover his personality in more depth Are you looking to change your leadership style Encourage greater collaboration in your teams By setting your goals, you are accomplishing two things simultaneously. First, you define what success will look like. Then, and perhaps most important, you define the type of executive coach that's right for your situation. If you want to take on more responsibility in the business with as little disruption as possible, you will choose a coach specializing in change management. If your goal is the personal development of a leader, you will turn to coaches specializing in self-awareness. 4 What are the coach's references? The truth is, anyone can call themselves a leader coach. This title is not reserved for professionals who follow training courses accredited by the International Coach Federation (ICF). However, this certification gives you insight into the backgrounds of potential coaches. Associated with convincing results, it guarantees that the coach masters several coaching methods which can be adapted to your specific needs. Since there is no one-size-fits-all method for success, having more than one tool increases the likelihood of getting a positive result. Team training is a different job. In Switzerland, Germany and other European countries, we also speak of change support as a synonym of executive coaching. 5 How to choose the expert best suited to your change problem? The ICF's 2016 Global Coaching Study found that executive coaches are split between those under 50 and over 50. However, the profile of those looking for executive coaches tends towards younger ages. Almost half of the people who have hired a coach are under 45. In other words, age doesn't necessarily matter when looking for a level coach. What matters is that the coach has proven himself. A customer experience, the ability to fully understand business in Switzerland and internationally is certainly a plus. I would add that the location of the coach is of little importance. This one can be based in Paris, Zurich, Geneva, whatever. It is rarely the customer who comes. What is essential is that it provides individual training and offers tailored services to customers who have just chosen it. Remember to ask for referrals from any potential providers and, most importantly, to make phone calls. Discuss the process of coaching, how the client handled failure, how they defined success. A good coach does personal work and has a place of supervision. It is a space in which he continues his "education" as a coach. 6 Is executive coaching well suited to the client's culture? Your executive coach should also be suited to the culture of your organization. Engaging in business coaching outside of the organizational culture will be relatively effective. Unfortunately, many people confuse "personal chemistry" with cultural fit. "Culture is the most important thing you will do as a leader ... Creating culture is not magic, it is an essential leadership skill that you and your people can learn." "The Culture Code", Dan Coyle So how do you know if someone will help you achieve your goals for your organization at that time? Here are some questions you should ask yourself that will help you in the decision-making process. In any case, do not hesitate to meet several coaches. Three would be the ideal number. You will then be able to evaluate the support programs that each offers. Successful coaching experiences are based on listening. Is the coach or company actively listening and asking relevant questions about your goals or focusing on the presentation they have prepared? Does it give you insight into the key points of your organizational culture when you first meet? Is it correct in their assessment? 7 How long does executive coaching last for a manager? This is very variable. Sometimes 3-4 sessions are sufficient to set up a solution to a specific difficulty. In addition, some coaches offer offers over ten sessions. Try ! Everyone has their own strategy. There's no need to commit to more. Key executives, managers and high potential executives are very busy. Success should never depend on the presence of the coach, but rather on the client's ability to put into practice the skills that the coach has revealed in them. Questions and answers for professionals: Q: if I want to train for executive coaching, where do I go? A: in Geneva, in French-speaking Switzerland, there is a very good institute, IDC coaching, which provides training to the public in French and English. Regarding the level of performance of training coaching institutes, it is important that the latter certify that a number of courses are carried out by a Master coach. MARC PRAGER Intercultural management consulting and Coaching Marc Prager is an International Executive Coach & Trainer in Intercultural Management. It is through understanding cultural differences that the group enriches each other. A company is a living ecosystem in which the players need a benevolent environment to develop excellence. My latest articles More about

The professional environment is not just a matter of skills. Personality is also a determining factor in building one's career and accessing a position that meets one's expectations. Passing the MBTI test allows you to define your profile and check its suitability for your function within the company, which is a world in its own right. Because the personality of the employees greatly impacts the life of the company. It is the sum of individualities, the personality of each one which partly defines the group identity, the entrepreneurial spirit. Focus on the MBTI personality test and what it can teach us about ourselves. What is the MBTI personality test? The Myers Briggs Type Indicator, known as MBTI, is a personality test that aims to highlight the main character traits of the subject who is suitable for it. It takes the form of a questionnaire. The subject is probed on various subjects, to evaluate the degree of his preferences and his judgments, but also of his perception and his intuitions, which are notions specific to each one. The results, morally neutral, distinguish 16 MBTI profiles. They echo psychological types as Carl Gustav Jung identified and classified them. The purpose of this test, the fruit of the work of Isabel Briggs Myers and Katherine Cook Briggs, is to get to know yourself better and to determine how you are, your psychological type, can interact in the life of the company. In particular, the MBTI test, by revealing the dominant aspects of the people surveyed, makes it possible to verify the adequacy of their profiles with the targeted professions. How was this tool developed? The work carried out by Carl Jung having clearly identified the typical personalities that emerge from one individual to another, the Myers Briggs personality test, which aims to reveal them, gives very relevant results. It is acclaimed by the HR departments of companies around the world. More than a simple HR trend, the MBTI test is one of the most popular personality tests, whether it involves recruiting externally, proposing an internal promotion or monitoring employees in their current functions, for purposes personal development. Thoughts, ideas, and psychological processes can only be reflected through the responses to a quiz as Myers and Briggs developed. MBTI at the service of companies The MBTI is understood as a managerial tool for professionals. Within companies, it can be mobilized on several occasions. It has become more and more common to submit candidates who apply for a job with the company for a personality test. Recruitment poses great challenges for the company. Knowing the applicant's psychological motivations, as the MBTI test allows, means putting the odds in your favor so that the successful candidate fits well within his team, but also, more broadly, in the life of the candidate. the company, understanding and adhering to its internal codes. Senior management and management teams may also find it very beneficial to complete the MBTI questionnaire, which can be compared to a decision-making aid. To define a strategy, to best support the teams in its deployment and to enable them to perform, it is essential to be able to situate oneself. Knowing how their own personality is determined according to the Myers Briggs test allows managers and decision-makers to clearly identify their strengths and to rely on them in their functions. When to use the MBTI? As part of the HR action plan, which requires in-depth work, with well-conducted action, all of the company's employees can be offered to discover their MBTI indicator type. Through the results of the questionnaire, the management then has a global vision of the team members' ways of thinking and their psychological motivations. Thanks to the valuable information provided by this test, it becomes possible to personalize your management style, for greater efficiency and greater employee support. The MBTI personality test gives an overall idea of ​​the trend, the feeling, vis-à-vis well-being at work. Collectively, the entrepreneurial spirit is growing, bringing energy and emulation. On an individual basis, employees are better supported in their personal development and the achievement of their objectives. For those who wish to progress internally, their orientation towards other functions is facilitated. Depending on whether they have an INTP, INTJ, ESTJ, or other profile, jobs that match their personality will be quickly identified. Interpreting the results of the MBTI test The reliability of the MBTI test is regularly praised. Its results are deemed to be relatively faithful to the main strengths and weaknesses that a subject can claim to have objectively. To reveal the personality type of the subject taking the test, the MBTI measures several opposing items: Introvert vs Extrovert; Sensation vs Intuition; Reflection vs. Feeling; Judgment vs Perception. It is as much about expressing preferences as it is about interpretations and intuitions. Depending on whether the cursor moves to one or the other of these characteristics, a 4-letter code emerges, referring to one of the 16 typical psychological profiles as Isabel Briggs and Katharine Cook Briggs have defined them. Some examples of psychological types The INTJ code suggests a profile dominated by the organization; the ISFJ, qualified as a defender, is very open to others; ESTJ has a director profile; the ISTJ is involved and hardworking, mindful of the rules; the ENFJ stands out for its leadership and charisma; the INFP likes compromise and discussion; the INTP loves research and innovation. The results provided by the Myers Briggs test reflect the personality at time T. It is useful to repeat the Indicator MBTI test regularly, because psychology is not a fixed entity and can be subject to change. Personality asserts itself and modulates itself under the yoke of experience, various events, etc. All psychological types of MBTI have their own unique strengths. The results point to character traits rather than qualities and flaws. These data can also be assessed in a specific, identified context. Whether it is helping employees to improve their skills, integrating a new recruit into a team or for personal development purposes, the MBTI personality test by Katherine Cook and Isabel Myers is one of the most reliable and most frequently used. Easy to use, it paints a faithful portrait of the subject that lends itself to it and helps it to situate itself in a collective. MARC PRAGER Intercultural management consulting and Coaching Marc Prager is an International Executive Coach & Trainer in Intercultural Management. It is through understanding cultural differences that the group enriches each other. A company is a living ecosystem in which the players need a benevolent environment to develop excellence. My latest articles More about