Jonathan Bryce was only 22 years old when he established his first business. He is now 65 years old and has recently retired from his executive position and taken up the non executive chairmanship of his chain of businesses. He plans to spend the next five years that he intends to sit on the board of the holding company to act as a mentor and coach to the executive directors. Obviously, there is a lot of knowledge, experience and wisdom garnered over 43 years that can be passed across to the top management cadre of his corporation as an ‘internal executive coach’ and business mentor.
In an interview with a magazine, Jonathan Bryce admitted that the first fifteen years of running his business were the most challenging and even sometimes traumatic for him. Apart from the mistakes of youth, which are hardly avoidable for a young, ambitious, idealistic and starry-eyed entrepreneur, Jonathan Bryce said that he also made the big mistake of trying to go it all alone in business for so long. He likened being in business alone as a sole proprietor and total manager to being in a marriage with a deaf, dumb and blind spouse. He concluded that many sole managers of businesses all over the world are still making the same mistake today.
Anthony Robbins, the world famous coach, motivational speaker and writer once said that real leadership was tough work, and that business leadership is one of the toughest jobs. That is why it is wise and worthwhile as the ultimate decision maker in a business to seek the guidance, advice, ideas, suggestions and even wisdom of others. Sometimes executives do not know how to approach this situation and especially who to ask for such inputs. Engaging a professional coach that has had some valuable time of learning on the job as a top manager and possesses the requisite experience would be a good option if need be.
Top managers that have engaged coaches in their corporate development processes would have the experience and proof that coaching can have a dramatic effect on organisational success and individual performance. They would also testify that purposeful coaching of executives, especially when directed at specific challenges remains a very useful and valuable personal and corporate development system.
It does not matter whether the business is large or small, the essence of coaching is to develop and unleash hidden treasures in the business. The most powerful effects of coaching in this regard are best evidenced by bringing to the fore the essential needs of an organisation holistically. That is what executive coaching really contributes to organisational development. It underscores the fact that there can be no room for a super executive anywhere in the corporate management sphere.
The idea, thought and concept of the super executive have of course been shown to be merely a myth. Even the best executive coaching engagement and process cannot deliver the “super-executive”, who will be the perfect and faultless decision making machine par excellence. This is because as human beings, even the very best of us will have peculiar weaknesses. The best approach therefore to coaching is to utlise it as a process to refine strong areas, making them even stronger, while seeking continuous improvement in the areas of perceived weaknesses.
This suggests that the most effective and successful executive coaching engagement would be the one that compels executive openness and integrity in the process of attaining and maintaining leadership excellence. That is one of the major offerings of executive coaching. It demands that corporate leaders that embrace it must also trust the process to motivate all-round productivity and achievements in their personal lives, just as much as in terms organisational development.
It is also important that the business leader that seeks executive coaching engagement must be prepared to learn and develop through self discipline and personal humility. It is not enough to gain knowledge and receive practical tips, tools and techniques through the coaching engagement. It is perhaps more important that such gains are effectively directed to improve individual performance and enhance organisational efficiency and effectiveness. That is what executive coaching is almost entirely focused upon – building business leadership capacity and enhancing executive skills. You can read more about the transformational power of coaching and register for wealth coaching at www.ceedcoaching.com.
By: Emmanuel Imevbore
