Susan is an executive in a financial services organization. Her work is highly regarded and she is a key individual in the organization's succession plan. Susan's company recently completed its first round of multi-level assessment or 360 Feedback for all managers. Susan received written feedback from her manager, direct reports, peers and internal customers regarding her work performance. She would like to maximize the value of this feedback; however, she doesn't know where to begin and professional internal resources are not available to her.

We all receive feedback on areas that need to be improved in our work performance. Unfortunately, many of us are not clear about how to make the requested changes. Susan faces this dilemma and could profit from the help of an executive coach. Without specialized help, the investment in her multi-rater feedback could be lost. The specific benefits Susan would gain from a coaching relationship include:

• Specialized Expertise

  Susan may have had her development needs pointed out on several occasions in the past. Naturally, she has heard and made note of these needs, but may not have known what to do about them. Working with a coach who is a subject matter expert can make a remarkable difference. Have you ever tried to coach yourself in an effort to improve your golf game? How much progress did you make? However, if you did take a few lessons from a pro, I'm sure you saw tangible results. Executive coaching can shorten the learning cycle, provide trained feedback and eliminate years of frustrated attempts to master a specific competency.

• Confidentiality and Privacy

  Susan's boss could personally coach her but this can be tricky. It is difficult to teach others and wear the "boss hat" at the same time. In some cases, tutoring a subordinate can lead to the downfall of a perfectly good relationship. Susan's boss can solve this dilemma by enlisting the services of an executive coach. The privacy of the coaching process allows clients to practice with a skilled third party who is unconnected to the organization. The information shared between coach and client remains confidential.

• Unexpected Dividend

  I have found that an additional benefit results from the coaching relationship. The person being coached frequently increases his or her own coaching skills significantly. It stands to reason, that if you have never observed good coaching behavior, it would be difficult to excel in this important skill. Individuals like Susan will now be in a position to pass on what they have experienced, truly an unexpected dividend.

While offering 360 Feedback is a worthy attempt at executive development, it's hoped for results can be achieved through the support, knowledge, objectivity and training of a coach.

Recommended Reading:
Leadership On The Line - Staying Alive Through The Dangers of Leading, Ronald Heifetz and Marty Linsky, Harvard Business School Press, 2002. The authors show that it is possible to put ourselves on the line, respond effectively to the risks, and live to celebrate our efforts. They offer valuable information that applies directly to the dilemma faced in the Coaching Tip section of this month's newsletter. Reviews of this book are available at www.amazon.com/exec/obidos/asin/1578514371.

Copyright 2006, Mark J. Campbell. All rights reserved.
Permission to reprint this article is granted, provided you let me know where it is being printed, the copyright is not removed, and the following text accompanies each article:

"Mark Campbell partners with organizations for leadership development. For a complimentary subscription to his newsletter, "Management Challenges," go to www.mjcampbellassoc.com."

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