HELSEI CONSULTING LLC - FAQ - Are you looking for?

What are the benefits of using an executive coach?

Empirical research indicates that executive coaching increases self-awareness, self-acceptance, resilience, self-efficacy, self-insight and resourcefulness. It has been linked to increased job performance.

Executive coaches can also support the development of specific leadership skills such as, but not limited to executive presence or people development.

In addition, indirect positive effects have been observed on team members, including engagement.

When is the right time to use an executive coach?

It is a good idea to consider executive coaching when your professional circumstances change, most notably if you are moving into a new position. In addition, an executive coach will reinforce the learning achieved after receiving a 360-feedback report and/or debrief or after attending a leadership development workshop.

What is the cost of executive coaching?

We strongly encourage you to request executive coaching to your employer as part of your professional development budget. The executive coach will then liaise with the Human Resource function to develop a customized program. Budgets vary widely between 10 and 100K depending on the scope and duration of the coaching engagement.

What are the mutual roles and responsibilities of the client and the coach?

Executive coaching is a partnership. There is an expectation that both the coach and the client will strongly contribute to the sessions. Typically, the coach is responsible for creating a safe and confidential structure for the conversations, acting as a sounding board (which requires some substantive knowledge about your business) and sharing appropriate resources to support the experimentation of new behaviors in the workplace. The client is responsible for planning and implementing new behaviors. In addition, the client is expected to set the agenda of the call based on such implementation.

Jointly, the coach and the client explore patterns and themes related to your efficiency as a leader. They reflect on new learnings arising from contemplating old and new workplace behaviors.

Should I involve my supervisor or HR in the executive coaching process?

It will be more effective if your supervisor and HR partners are aware of the types of behaviors that you are intending to change through an executive coaching process. They will be in a better position to support you by giving you feedback about your progress. Mentors can also be a great source of advice during a coaching process.

How do I choose an executive coach?

The credentials of the coach are of paramount importance. A diploma in management, psychology and at least a certificate (if not a diploma) in coaching from a reputable university are indispensable. At minimal, look for an adequate level of certification with a credible accrediting body, such as the International Coach Federation. Check whether the coach has experience working with executives at your level in similar industries. A coach has to have a good understanding of your business. The number of years in practice is also a good indicator: look for executive coaches who have practiced for at least 5 years and have coached at least 3000 hours. You also need to ask your coach if he or she receives regular supervision, has signed an ethical charter and is covered by a professional liability insurance. Check whether your coach is a thought leader in the coaching industry: do they occupy leadership positions in a professional association, do they teach, do they conduct research, do they supervise other coaches, have they authored books or articles in professional journals?

Is it better to meet face to face?

With the advent of high-quality video-conference options, it is no longer necessary to meet face to face with your coach.

A coaching supervisor?

What are the benefits of using a supervisor?

The key outcomes of supervision are to help you achieve professional development goals as a coaching practitioner, developing not just your competencies but also your capabilities to support other adult learners. At the start of your coaching career, it will support you in developing competencies that are required for accreditation purposes. As you mature professionally it focuses more and more on capabilities and self-reflexivity, ensuring that you are a safe pair of hands for the adult learners that you serve. Often supervisor helps you address professional ethical dilemma, such as confidentiality issues, for example when you are coaching executives as part of an organisational initiative.

When is the right time to use a supervisor?

An increasing number of accrediting bodies require you to use a supervisor to achieve certification. Similarly, many coaching training programmes include a mandatory supervision component. Some organisations recruiting external coaches may require that you regularly undertake supervision. Generally, it is recommended for coaches at all levels to have regular supervision in order to maintain high quality standards.

What is the cost of supervision?

Expect to pay between 200 and 300 USD per hour. For most practitioners, one hour a month may sufficient. Group supervision will cut costs down but is less flexible since the group will meet at fixed times.

What are the mutual roles and responsibilities of the coach and the supervisor?

Supervision is a partnership. There is an expectation that both the supervisor and the coach will strongly contribute to the sessions. Typically, the supervisor is responsible for providing a rigorous process and for sharing appropriate resources to support a meaningful self-reflexive process. The client is responsible for setting the agenda, or for ensuring that the agenda set by the accrediting body or training institution is followed. Jointly, the supervisor and the coach reflect on the quality of the self-reflexive progress and adjust accordingly.

How do I choose a supervisor?

Your supervisor should be certified by a reputable organization. Experience as a coaching practitioner is a plus. The number of years of practice is also a good indicator, so look for someone whose practice is three years old at least. Check whether your supervisor is a thought leader in the supervision industry: do they occupy leadership positions in a professional association, do they teach, have they authored books or articles in professional journals?

Is it better to meet face to face?

With the advent of high-quality video-conference options, it is no longer necessary to meet face to face with your supervisor.

A career coach?

What are the benefits of using a Career Coach?

The outcomes of career coaching are to obtain clarity about your career goal and a clear set of options which you can pursue. A good career coach will equip you with a process and a set of tools to actively pursue your job targets and obtain interviews. He or she may also assist you in the negotiation of your employment contract, most notably the compensation package. A career coach, however, cannot be expected to research and contact job targets on your behalf.

When is the right time to use a career coach?

It is a good idea to consider career coaching if you have been unexpectedly retrenched, as part of an outplacement package. In addition, you may want to consider career coaching if you are considering changing your career in order to adjust to new life circumstances (starting a family, moving, retiring, etc.) or because you want to respond to a new calling.

What is the cost of career coaching?

If you are retrenched your company will negotiate a package with your coach, varying between 5 to 15 sessions. The cost is usually between 10 and 25K.

If you are self-paying, expect an experienced career coach to charge you between 5 and 10K depending on the scope of your request.

What are the mutual roles and responsibilities of the client and the coach?

Career coaching is a partnership. There is an expectation that both the coach and the client will strongly contribute to the sessions. Typically, the career coach is responsible for providing a solid process and sharing appropriate resources to support the implementation of the process. The client is responsible for planning and implementing the process. Jointly, the coach and the client reflect on progress and adjust the process accordingly.

How do I choose a career coach?

The credentials of the career coach are of paramount importance. A diploma in management and at least a certificate from a credible accrediting body, such as the International Coach Federation, are indispensable. Check whether the coach has experience working with executives at the same level in similar industries. The number of years in practice is also a good indicator: look for executive coaches who have practiced for at least 5 years and have coached at least 3000 hours. Check whether your coach is a thought leader in the career coaching industry: do they occupy leadership positions in a professional association, do they teach, have they authored books or articles in professional journals?

Is it better to meet face to face?

With the advent of high-quality video-conference options, it is no longer necessary to meet face to face with your coach.