The HR department acts as your company’s eyes and ears, so if you notice a lull in productivity, quiet meetings, or a lack of smiles in the office, it’s time for a change.
Find out if your organization could benefit from participating in a coaching partnership by reviewing this post from Arden Coaching.
Time to Pursue a Coach Sign #1: Complaints About an Individual
When multiple complaints about an individual surface, you need to do something. It could be the case of an 
executive who’s struggling with getting along with their team or one who’s having a hard time with taking on new responsibilities.
An executive coaching partnership can help this executive build the emotional intelligence they need to take a step back from the meeting table and see from the perspectives of other team members. Helping execs strengthen these skills will allow them to increase their effectiveness as team leaders and consider what’s best for the group as a whole instead of getting caught up in who’s right and who’s wrong.
Time to Pursue a Coach Sign #2: The Peter Principle Hard at Work
Or should we say not so hard at work. The Peter Principle states that employees tend to work at or slightly above their competency levels.
Many supervisors spot the Peter Principle when they sense that an exec isn’t putting forth the effort to work to his or her full potential. It could be seen in an executive who’s caught up in terms of their promotional plan, stuck at level three advancement when they should be at level four or five.
Executive coaching’s central approach to helping executives reformulate behaviors and reach their next level is key in breaking the Peter Principle cycle. Coaches provide executives with an illuminating reflection of their current performance while challenging them to stretch far beyond their previous habits and expectations.
Time to Pursue a Coach Sign #3: Boring Meetings
While not all meetings end in applause, silent ones are telltale signs of poor communication and frustrated or uninspired team members. Two coaching alternatives have the power to reestablish energy in these monotonous encounters.
Hiring an executive coach to work with the team’s leader on his or her communication skills and emotional intelligence is one way to help teams make dialogue more accessible. Companies may also seek help for the whole team by enrolling in an offsite facilitation with a coaching approach. These special offsites led by a coach help teams to take an inventory of their progress and develop an action plan that can be put into effect immediately.
Giving your employees access to coaching and training resources can make a world of difference. To find out more about how an executive coaching partnership could help with employee development, download Arden’s eBook 5 Questions You May Have About Improving Your Employees’ Interpersonal and Communication Skills.
