I am often asked what types of individuals result in the best outcomes in coaching. I have to admit the lines get somewhat blurry, but over time I have come to believe there are three crucial ingredients to have a great outcome in the executive coaching engagement.
The desire to grow and change: The candidate must have some degree of motivation to improve their skills or change a behavior. Motivation is the key word. Sometimes that motivation can be positive: “I want to take my performance to the next level.” Or it can be negative: “If I don’t change my behavior, my career is limited.” Either way, that desire to change is necessary.
Intelligence: The candidate must have the IQ necessary to grasp new concepts and ideas. They don’t have to be Mensa Society candidates, but they must have sufficient intellectual “heft” to learn. Executive coaching is about trying new behaviors and exploring new concepts; the ability to rapidly learn increases the likelihood of success.
Insight: Ideally, the candidate has some degree of understanding of themselves, their behavior and impact on others. If that “door” is closed and locked tight, the candidate will never be successful in coaching. But crack that door open just a bit… and I can use peer interviews, 360° assessments or just my observations of the client to have us both walk through the now open door.
None of these ingredients can be missing if the client is going to have a positive and productive outcome. When all three are there, and not necessarily in equal proportions or quantities, then a promising outcome is virtually guaranteed!