How have you seen the industry evolve, which changes are better?
I think executive coaching used to be for CEOs and senior leaders in an organisation. These days it’s more common for the ‘everyday’ person to have a coach. I’ve noticed that the Covid pandemic has increased people’s appetite for coaching. They may not be having so many informal coffee/water cooler chats with colleagues at work, and they also want to be able to talk confidentially with someone outside of the team. I think coaching is much more accessible to people than it used to be in the past, and this is great for anyone that wants to grow and develop.
How do you think Covid has changed people’s perspectives on career and work environments?
People can be much more flexible now in how they work, with many more opportunities to work from home. That’s been a fundamental, and I think, permanent shift in the working landscape. When adversity hits, like Covid, it offers people a natural opportunity to reassess their values rethink their goals, which often brings about a new perspective on what’s important in life and a career.
Which Psychometric Tools are most valuable in the Executive Coaching space?
There are many tools out there that bring valuable insights to people. I love the Strengths Profile tool because it doesn’t put people in a personality box. It celebrates what is unique and special about individuals, and it’s so energising for people to understand. Because it’s a dynamic tool, it’s also very relevant to what is going on for people in the moment.
Can you describe your favourite moments when working with clients?
When clients have an ‘aha’ moment, or a complete change in perspective around something they have been struggling with; that is a great moment. Seeing people rediscover gratitude in their careers and lives is also rewarding. It’s important to coach so that people focus on what they can do, not what they can’t do. We don’t ignore weaknesses; we concentrate on and celebrate strengths, which is empowering for all. It’s about maximising peoples personal and professional potential.
Most tools are good in that they are interesting for people to understand more about themselves, yet I think the ‘so what?’ factor is valuable when assessing which psychometric tools to use. One that is action-based or enables a conversation around ‘what do I do with this information and how can it help me?’ is essential.