Here's how you can expedite your acquisition of new skills through executive coaching.

Personalized goals is very critical since it focuses on specific skills which matters for an individual to have impact on both short term and long term. It defines focus and able to measure success throughout the coaching period.

To expedite your acquisition of new skills through executive coaching, be aware of your strengths, core values, passions, and interests to identify key skills for development. With your coach as a guide, set realistic, achievable goals focused on skill-building. Leverage your strengths to reach these goals effectively. Regular feedback, personalized strategies, and reflective practice provided by your coach will help you stay on track and continuously improve. This targeted and strengths-based approach ensures rapid and meaningful skill acquisition.

I support personalised goals but it is as important to ensure that these personal goals align with your company strategy and your role in the business. Coaching in isolation from a line manager's view or input can feel good but turn to frustration in the longer term if there is no alignment with the company or your line manager's view on what is expected.

Setting personalized goals is key to accelerating your acquisition of new skills through executive coaching. Here’s how to do it effectively: Identify Specific Skills: Clearly define the skills you want to develop. Focus on areas that will have the most impact on your career. Set SMART Goals: Create goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures clarity and accountability. Tailor Your Learning Plan: Work with your coach to develop a customized learning plan that fits your unique needs and career objectives Monitor Progress: Regularly review your progress with your coach. Adjust your goals and strategies as needed to stay on track Stay Committed: Maintain a strong commitment to your personalized goals

The time spent with an Executive Coach could expedite the acquisition of new skills, as it allows for the freedom to test your own theory. You may find it faster to recognise the need for new skills and where to focus your efforts to benefit your career development. It may also be to your advantage to recognise the strength in the skills you already have and noticing the opportunities to demonstrate that in a new environment.

I would say that the beginning of this “journey” will be the hardest part. It involves clearly defining your personal objectives by unlearning and relearning who you are, what matters most to you, and what you are searching for or trying to achieve. Imagine you are on a road trip intending to go “somewhere,” but you haven’t clearly defined “where” you want to go. It’s like opening Google Maps or Waze but not knowing what to enter in the “Where to?” field. This is where the support of an executive coach becomes invaluable. They can help you ask the right questions to uncover and peel back the layers of your personal purpose, passion, and your “why.” Imagine moving forward without a clear sense of direction. Where are you heading?

Personalized goals in executive coaching aren't always immediately related to skill development. Often, the initial issue an executive faces is related to their perspective. They may view things from a particular angle without realizing their blind spots. In such cases, the personalized goals can focus on gaining clarity about themselves. Once they understand their current state and potential, the next step is to realize their main objectives within the organization. Only then do personalized goals that target skill development become essential.

The best coaches will guide you in the process of identifying what you want to accomplish in your career. Even more, they will encourage you to be granular in defining a clear path. By focusing on the daily and weekly tasks that will have maximum impact, achieving your goals becomes possible. Having a well defined set of capacity building objectives will help you stay on course. The coach should also help you identify your strengths. The magic happens when you are doing what you do well and not frustrated trying to build capacity in areas you least enjoy or are least excited about.

One of the main objectives of coaching is to support clients in achieving their goals and attaining the results they seek through inspiring and transformative conversations Often clients do not have a clear understanding of their objectives; they feel dissatisfaction but are unsure how to overcome it At other times, they know their goals but find themselves stucked Coaching provides clarity, direction and practical strategies to overcome these obstacles and make meaningful progress It also focuses on personal development, helping clients discover their true potential and align their actions with their deepest values and aspirations This comprehensive process facilitates lasting and meaningful transformation in all areas of the client's life

Once the objective to be pursued in the coaching process has been established, along with its success indicators (for example, by asking the question: "What will be different once you have achieved this objective?"), it is useful to employ a valuable tool: feedforward. It allows for the development of an action plan by answering key questions such as: What should you continue doing? What should you stop doing? What should you start doing? What should you do less of? Feedforward focuses on providing forward-looking feedback, helping clients identify behaviors and actions that will bring them closer to their goals. , emphasizing potential improvements and growth opportunities

Lo más importante en los procesos de planeación estratégica es tener muy claro los objetivos que persigue la empresa, sus socios y las apuestas en inversión y recursos que pueden aportar. La primera tarea para el líder encargado del proceso de planeación es garantizar esta alineación de intereses de los stakeholders para que su proceso de planeación sea efectivo. El siguiente paso es establecer focos principales o "prioridades" y también dejar con claridad las renuncias, como tercer punto clave es convocar a un grupo que participe en la planeación garantizando sumar aportes claves de diferentes áreas. Con estos puntos resueltos será más fácil y efectivo definir actividades, tareas, responsables, para priorizarlas y asignarles recursos.

Strategic planning in skill acquisition is akin to plotting a roadmap. Executive coaching tailors this roadmap to align with your strengths, weaknesses, and industry dynamics, fostering adaptability as you advance. This dynamic approach ensures you prioritize effectively, manage time efficiently, and allocate resources wisely, optimizing your skill development journey. Tailored roadmap adapts to evolving needs. Efficient time management enhances productivity. Resource allocation maximizes skill acquisition impact. With strategic planning guided by coaching, you navigate towards skill mastery effectively.

Strategic planning is crucial for accelerating the acquisition of new skills through executive coaching. Here’s how to do it effectively: Set Clear Objectives: Define the specific skills you want to acquire. Clear objectives provide direction and focus for your learning efforts. Create a Roadmap: Develop a step-by-step plan to achieve your skill acquisition goals. A detailed roadmap helps you stay organized and track progress. Prioritize Actions: Identify the most important actions to take first. Prioritizing tasks ensures you focus on high-impact activities that drive skill development. Allocate Time: Schedule dedicated time for skill-building activities. Consistent practice is essential for mastering new skills quickly.

As the journey starts, identification of skill gaps is important. Coach facilitates the process thru self awareness and facilitates the Coachee to understand his strong and weak areas. It’s important to prioritise the few critical gaps than addressing all. I have observed the Coachee is not aware of some of his own strengths. Making him aware of those strengths is more important. Then a development plan to be worked out on the shortlisted gaps and in identifying actions and resources to acquire them. A structured plan with defined timelines and outcomes with 100% accountability from the Coachee will make the entire journey successful.

Setting a goal is just the start. To truly excel, consider feedforward—a dynamic approach that shapes your action plan with pivotal questions: - Keep it up : What's already working for you? - Hit pause : What's not serving your purpose? - Fresh starts : What new strategies could propel you forward? - Ease off : What could you dial back for better balance? Feedforward isn't just feedback; it's your roadmap to success, spotlighting behaviors to embrace and habits to tweak. It's about looking ahead, seizing growth, and moving closer to your aspirations. Let's make your goals a reality!... 😉

Complementing this strategic planning approach, it is crucial to incorporate regular feedback loops and performance metrics to track progress and make necessary adjustments. Engaging in continuous learning opportunities, such as workshops, seminars, and industry conferences, can also enhance the executive coaching experience. By integrating these elements, executives can not only achieve their immediate goals but also sustain growth and adaptability in a constantly changing business environment.

With an executive coach, you will determine the strengths you bring to the process of skill development - it is best to leverage your positive traits when attempting to bridge any gap.

SWOT Analysis: Conduct a thorough assessment of your Strengths, Weaknesses, Opportunities, and Threats to inform your plan. SMART Goals: Set Specific, Measurable, Achievable, Relevant, and Time-bound goals to guide your skill development. Feedback Loop: Establish mechanisms to gather feedback and adjust your plan based on progress and changing circumstances. A well-crafted strategic plan, supported by executive coaching, not only enhances skill acquisition but also ensures alignment with your career goals and industry demands. Let’s navigate your skill development journey with precision and agility!

Here is a tip: Divide your goals into quarters or semesters so that you can track and monitor your progress. For example, you can take your big annual goal and break it down into smaller parts, and then you can make the necessary adjustments to achieve your big goals for the year. And finally, the quarterly or semester goals need to be broken down even further into monthly goals. Our bills arrive every month, right? Finally, I suggest weekly monitoring, dividing this goal by the 4 weeks of the month. Do you see how this makes it much more tangible and actionable? And so you can quickly see if a strategy is not working and needs to be corrected or even replaced.

In my coaching practice, I've found that identifying blind spots is one of the most powerful ways to help clients build new skills. I have clients complete a self-sabotage assessment, which often leads to enlightening "a-ha" moments and the realisation that change is necessary to address these tendencies. Traits that once helped them succeed, like perfectionism, hyper-achieving, and controlling behaviours, are no longer serving them. This awareness creates space for new behaviours and new skills, making clients motivated to trying new approaches. The process follows three steps: 1. Awareness of self-sabotage tendencies 2. Awareness of the cost of these tendencies 3. Desire to build new skills to overcome them

Sit down and take an hour of dedicated time to look at all the thoughts, things or people not supporting you and your ideal of a great life and career. This list can be called: “Everything that sabotages me” or sth. similar. Evaluate the “system” you work and live in, which people (including friends and family), team dynamics or imposed rules are working against you and which ones are in your favour? Who or what drains your energy and who or what fuels you? In case of taking on more responsibility or trying something new, are you internally encouraging yourself or talk yourself out of it? Internal self-sabotaging thoughts are a part of every person and often not noticed but can be easily identified in a coaching context to regain control.

Another interesting aspect of coaching is that it allows us to show our vulnerability, accept our internal barriers, and find alternatives to overcome them. According to Tim Gallwey, every human activity develops in two realms: an inner one and an outer one. The inner game takes place within the mind of the player, confronting barriers such as fear, doubt, uncertainty, and limiting beliefs that paralyze. All of these are obstacles that prevent the person from accessing their full potential. Coaching enables us to face and overcome them

There are many barriers for candidates to overcome. Where should they start or how to prioritize them? In my experience, the first and most important barrier for any candidate to overcome is for them to ACCEPT coaching as a method that will bring value to them. Some candidates will lean into coaching, some will not, and many have an ego that will have them resist the idea that they are fine and could be even better. With this barrier down, they will then be more motivated to implement and achieve measurable results. Like the saying goes “You can bring a horse to the water, but you cannot force it to drink”.

There are many things that separate professionals in every industry. Overcoming barriers and having resilience are key. Oftentimes, this is not simply a matter of grit or grind. It is often a matter of knowing your why! It is difficult for a professional to give up without a fight when that individual believes that there is a compelling why for their being. A good executive coach helps the professional understand that they have been called to such defining moments.

While it is very true that coaching helps you overcome barriers much more quickly than going at it alone, the description of this item is somewhat misleading and can be a dangerous approach in coaching. The coach should only bring an outside perspective when the client has fully exhausted their own options, and then asks for it. Our role is to help them think into their situation and grow their awareness to identify their own blind spots and mental blocks. To help them recognize beliefs that aren’t serving them so they can take action to overcome barriers. Coaches ask powerful questions so clients develop their own strategies and actions through the process. This is where ownership grows and lasting behavior change comes from.

Overcoming barriers is key to fast-tracking new skills through executive coaching. Here’s how: Identify Obstacles: Recognize what’s hindering your progress. Create a Strategy: Develop a plan with your coach to tackle these barriers. Stay Positive: Maintain a positive mindset and believe in your ability to overcome challenges. Seek Support: Ask for help from your coach, peers, or mentors. Break Down Goals: Divide larger goals into smaller, manageable tasks. Learn from Setbacks: Use setbacks as learning opportunities and adjust your approach. Celebrate Progress: Acknowledge and celebrate your achievements. By overcoming barriers, you can accelerate your skill acquisition and make the most of your executive coaching experience.

I have observed that the negative mind set and lack of confidence become major bottlenecks in the progression. This initial inertia needs to be cleared. Most of the times fear of failure results in negative mind set. Coach has to facilitate and bring in awareness that - failure is not defeat and nothing to do with the person and his potential; it has to be accepted with an open mind; the learning should help in redefining the approach and the efforts. The confidence and support by the coach in this realisation has helped many overcome the bottlenecks.

In executive and leadership coaching sessions, I focus on helping clients change their behaviour or develop new skills. I explore both their strengths and the barriers they may face, which often stem from self-limiting beliefs. It's essential to set realistic expectations for progress because change takes time. One important step to overcoming barriers is to cultivate self-awareness by recognizing when these limiting beliefs surface. Working with a coach to address these patterns can help eliminate blind spots and embrace a growth mindset focused on adaptability, strengths at play, and learning rather than negativity. When acquiring a new skill, it's also vital to give yourself permission to experiment, explore, and continually upgrade.

Feedbacks are one of the tricky things to do. A constructive and motivating dialogue can go a long way . Assertiveness comes handy here... Create an open ground for client to open up . During feedback do not mince the words . Be as clear as possible. Your clients may not like it sometimes however they will thank you for it in long run.

Actionable feedback is key to fast-tracking skill acquisition. Here’s how: Seek Specific Feedback: Request clear, detailed feedback. Apply Promptly: Implement feedback immediately. Focus on Behaviors: Address specific actions or behaviors. Track Progress: Regularly review feedback impact. Ask for Examples: Gain context with examples. Set Goals: Create concrete improvement goals. Follow Up: Continuously seek additional feedback. By leveraging actionable feedback, you can effectively enhance your skills and ensure continuous improvement through executive coaching.

From my perspective and experience as a coach, critical feedback and the reflection of counterproductive behavior have surprisingly great potential to advance the client's development. Therefore, I don't want to miss out on critical feedback on weaknesses or areas of development. For me, the art lies in taking people seriously in their world of experience, thinking from multiple perspectives and then motivating them to develop behavioral alternatives.

Leaders tend to steer clear of asking for direct feedback about a skill they’re building for refining. For example, often I’ll have leaders ask for coaching around executive speaking. They want to project more confidence and be perceived with gravitas. However, those feel like nebulous and subjective goals. But they’re not! They can be broken down into objective goals with a bit of reflection. Examples: I don’t want to use filler words, including “um” and “like”. I want to speak slowly. I want to allow time for questions and reflections instead of doing a monologue. Ask your coach or peers to watch you present, keeping an eye out for these specific things, so they can provide the specific feedback you seek.

Actionable feedback fuels rapid skill growth. Executive coaching provides personalized, direct insights tailored to your performance. It emphasizes strengths and offers constructive guidance for improvement, ensuring continual skill refinement. This interactive feedback loop enables real-time adjustments and effective skill development. Personalized feedback enhances performance insights. Emphasis on strengths fosters comprehensive growth. Constructive advice promotes continuous skill enhancement. With coaching, you refine skills dynamically, accelerating professional development.

In Marshall Goldsmith Stakeholder Centered Coaching, monthly feedback loops with stakeholders are crucial for skill development. Key stakeholders, such as colleagues and supervisors, are identified to provide initial feedback on the coachee's strengths and areas for improvement. Based on this feedback, the leader is developing a targeted action plan. Each month, leaders seek feedback from stakeholders about their progress, integrating this input into their development plan. Regular reviews with the coach ensure continuous adjustments and accountability. This iterative process of receiving, acting on, and refining feedback accelerates skill acquisition and aligns the leader's growth with stakeholders' contribution and organizational goals.

When we informally or formally take in feedback from our colleagues, it is best to have it be in the form of something to act on that is 1-impactful to my role 2-specific and clear as to what you might try. Use your colleagues as ongoing resources - not only for the initial actionable feedback, but for input loops as you progress through your development journey. It is a trust-engendering act as well, to show our people that are are open to the feedback, are committing to the change, and we seek their input as we move forward.

I feel the primary skill most of us are missing has to do with our ability to listen to life underneath our trauma reactivity. Many of us have not set with our deeper wounds and we carry them out into the world and repeat them together until they surface in consciousness. I believe we integrate these together. So it isn’t so much a coach doing it for you as we are doing it for ourselves and together. Leaning into possibilities of enlightened gatherings. I like small groups of about eight people. Miracles happen!

Specific and Timely: Receive precise feedback that addresses both strengths and areas for improvement. Goal-Oriented: Align feedback with your skill development goals to focus efforts effectively. Implementable Advice: Gain practical suggestions and strategies to immediately enhance performance. This continuous feedback loop ensures you're continually evolving and refining your skills, maximizing your professional growth. Let’s leverage actionable feedback to achieve excellence!

Receiving actionable feedback is key to rapid skill development. Executive coaching provides personalized, direct feedback tailored to your performance. It focuses not only on areas needing improvement but also on strengths to leverage further. Your coach offers constructive advice for refining your approach, ensuring continuous skill enhancement through real-time adjustments.

Consistent accountability is crucial for accelerating skill acquisition. Here’s how to ensure it: Set Clear Goals: Define specific, measurable skill acquisition goals. Regular Check-Ins: Schedule frequent meetings with your coach to review progress. Track Progress: Use tools or journals to monitor your development. Stay Committed: Hold yourself accountable to the agreed actions and timelines. Seek Feedback: Continuously ask for constructive feedback to refine your approach. Adjust as Needed: Be flexible and ready to adjust strategies based on progress. By maintaining consistent accountability, you ensure steady progress and effective skill acquisition through executive coaching.

Your executive coach is an invaluable resource for holding the vision what you have created with you - whether it is to change, skill building or something even more aspirational. Coaches are vision and goal-keepers with their clients - accelerating and anchoring your leadership development process right alongside of you. There is a unique quality of accountability inherent in knowing you will be in touch with your coach, and they invest with you in the success of your growth.

Consistency in leadership can help create a positive work culture, build trust, and motivate employees. It can also help establish a culture where employees know what to expect and can take initiative. Actions happen at a faster and faster pace as leadership consistency builds organizational trust. As trust builds, employees feel more and more empowered to take action independent of central command and control, as they are confident they are acting in accordance with leadership's priorities.

Existe un proverbio africano que dice: si caminas solo llegarás más rápido, si caminas acompañado llegarás más lejos. El coach es ese compañero de viaje ideal, que te alienta cuando desfalleces, impulsa tus fortalezas, te provoca para que aceptes tus verdades, te ayuda a descubrir tus metas y a diseñar el camino, te habla con la mirada, te entiende, te escucha y, sobre todo, te mantiene alerta porque siempre quiere saber más y, para poder contestarle, no tienes más remedio que mirar una y otra vez dentro de ti.

Key timelines and outcomes must be agreed-upon from the beginning, and have clear measurable success points. These need to be revisited each session to ensure the client is on track to reach their outlined goals. Without this level of accountability, it can become easy to veer off course.

Consistency is key to learning new skills because it helps build habits and improve memory. It's not about how quickly you learn, but about showing up regularly and doing your best. Researchers have found that it can take 66 days to develop a habit, and doing a little bit each day can lead to long-term success. 

Mir ist die Darstellung zu einseitig und die Rolle des lernenden Managers zu passiv. Erfahrene Manager wissen erstens, wann ein guter Zeitpunkt ist Unterstützung an Bord zu holen, weil sie ohnedies immer lernen. Es geht auch nicht darum den Nürnberger Trichter am Manager anzusetzen und neue Methoden reinzupumpen. Executive Coaching ist für mich eine Form des Sparrings, bei dem ich das Vorgehen für mich selbst durch stetiges Erkunden und ein Umfeldradar entwickle und mein sparting Partner entscheidende Checks macht, ob ich im Vorgehen blinde Flecken habe, ob meine Fragen vollständig sind und ob ich als Mensch noch vollständig in der Work Life Balance abgebildet bin. Ich gebe die Richtung vor und bestimme mit wem ich was mache.

Without accountability, achieving meaningful results becomes uncertain. When targets and milestones are absent, efforts can fluctuate based on moods and motivation. Consistent accountability transforms this by providing a steady framework for progress. An executive coach acts as a dedicated accountability partner, tracking progress and keeping you aligned with your goals Research shows that accountability increases goal achievement by 95%. If you need to compete and achieve something significant, you need a coach and accountability. Consider why Weight Watchers succeeded—because at the end of the week, there was a weigh-in. You either hit your number or you didn't. This exposure and accountability provoke most people to do more and be more

Reflective learning is essential for quickly acquiring new skills. Here’s how to incorporate it effectively: Regular Reflection: Set aside time regularly to reflect on your experiences and progress. Analyze Experiences: Consider what worked well and what didn’t in your recent efforts. Identify Lessons: Extract key lessons from your reflections to guide future actions. Adjust Strategies: Use insights gained from reflection to refine your approaches. Document Insights: Keep a journal of your reflections to track growth and development. Discuss with Coach: Share reflections with your coach to gain additional perspectives. By embracing reflective learning, you can enhance your understanding, make informed adjustments.

Para el aprendizaje reflexivo me encanta aplicar metodología de modelado conductual evolutivo . Siempre recomiendo partir de experiencias de éxito, modelar las conductas en los distintos niveles de consciencia y extenderlas a otras áreas de la vida. Cuando tienes éxito en un área, aprende de cómo has logrado y repítelo para activar neuroplasticidad positiva.

Neue Fähigkeiten haben im Kern meist wenig mit Wissen zu tun - das lässt sich im Internet ganz einfach und maßgeschneidert generieren. So präsentiert mir ChatGPT bspw. ein individuelles Skript für ein kritisches Mitarbeitergespräch - so far, so fair. Echtes Lernen setzt ein, wenn ich meine Denk- und Verhaltensmuster ebenso wie meine Stärken und Entwicklungsfelder hinterfrage. Das klappt am besten mit einem neutralen, professionell geschulten Gesprächspartner. Vor diesem Hintergrund ist der Unterschied zwischen Training/Wissensaneignung und echter Entwicklung gewaltig. Das eine kommt aus dem Kopf, das andere aus dem Bauch und Herzen.

Reflection goes both ways for the candidate and the coach. On the coach side it sharpens their skills further to assist the candidate and on the candidate side it helps them to understand and improve on their ability to change among others. With so many different scenarios and interesting situation that I have encountered, not one approach is the same as before. This fulfils for both parties to engage in continuous learning.

Through reflective learning, leaders gain improved self-awareness, recognizing their capabilities and shortcomings. This self-awareness is crucial for CPD, as it motivates to set new goals and select the most effective tools to achieve them. For coaches, it offers a valuable insight into an leader’s readiness for professional development. It helps assess their motivation quality continuum. Thus coaches can better guide their clients towards achieving their professional and personal objectives. Thereby, it’s a powerful tool that promotes self-improvement, goal reassessment, and effective personal development strategies. It is beneficial also for those guiding leaders, ensuring a well-rounded approach to lifelong learning and growth.

In stakeholder-centered coaching, stakeholders' reflections on a leaders' behaviors are essential for their effective improvement. Stakeholders provide specific feedback on leaders' behaviors needing improvement, such as communication, decision-making, or team engagement. This feedback influences the leader's development plan. Stakeholders highlight specific behaviors that require change. The leader devises a plan based on this feedback with their coach. The leader actively works on these behaviors during their daily work, with the coach’s guidance. Regular feedback from stakeholders tracks leader's progress and ensures the action plan's relevance. The leader reflects on stakeholder feedback, integrating insights to refine their approach.

Reflective learning is critical and should be occurring in each session. Evaluation of the learning process needs to occur often to assess the effectiveness of each step in the process. and identify when course correction is needed.

Every athlete, every sports team, project team or successful organization understands and undergoes regular reflective learning sessions to take those valuable insights to improve their path forward. Important are here to have the necessary honesty about oneself, a dedicated space, time and rhythm to effectively use those reflection sessions and time well. Each person, team or organization has their own underlying topics to reflect on. Especially the uncomfortable topics are often critical to learn from for ones future. The coach helps you to ask those tough questions in a supportive, safe, yet sensible and action-oriented manner, which will be the fuel to you or anyone, who wants to achieve higher highs in whatever they plan to achieve.

The reflective learning trough executive coaching brings additional values in the following areas: 🔶 It reinforces key training concepts, ensuring leaders retain and transfer their learning to various situations (skill transferability). 🔷It encourages open communication and active participation, resulting in higher levels of engagement. 🔶 Leaders have different learning styles and levels of proficiency and unlike training, the reflective practice help leaders identify and overcome mindset barriers that may be hindering acquirement of new skill, leading to sustainable behavioral change over time. 🔷 The reflective practice support leaders to stay accountable for their development goals and commitments.

Great leaders are good at putting the right people in the right roles. People who are specifically experienced and qualified to do each job well. That's how you build an exceptional team. Working with an executive coach is no different. A good coach will bring out the best in you and help you bring out the best in the rest of your team. They do that by helping you cultivate new perspectives and develop new skills. If you've never worked with an executive coach before, then I encourage you to try it. Do a small experiment to see if it's worth it or not. If you keep facing the same challenges over and over, then an executive coach might be exactly what you need.

Channeling the power of emotions to gain insight and generate help for the coachee is often a profound and deep interplay that can sometimes be left on the side, as we are often caught up with the solutions, actions or just ‘dancing’ cerebally. I have always found the delicate dance and interplay of emotions, spoken or not, bring so much richness to the process. Being able to tap into that intuition, playback emotions and hunches you have when you feel it - can help the coachee get to the root of what they are feeling. It doesn’t have to be only solutions. Sometimes coachees just want someone to listen, understand, don’t judge - and hopefully generate a will for them to face what they face - head on.

I've noticed we're often good at articulating what we must learn, yet when it comes to execution we're not clear what it all means. The 'knowing-doing gap' is real! The more practical we can get and the better practice opportunities we can create for the client to start practising and bringing these new skills into real life...this is when lasting learning takes place. Neuroscience shows that change (neuroplasticity) takes a minimum of 21 days of repetition...so we need to build those tiny shifts and consistency for actual change to happen. To make it relevant and practical, is key. To shift the client on levels of thinking, feeling and behaviour, we shift the identity and doing the most - for the most outstanding results.

The thing I find most important to acquiring new coaching skills is the coachee’s mindset. In particular having the courage to sit with uncertainly and not knowing and an open mind to explore different perspectives and possibilities.

While coaching can significantly expedite personal growth and skill-building, its effectiveness depends on the quality of the coaching relationship, the commitment of the executive, and the relevance of the coaching methods to the executive’s specific needs and context.

To achieve rapid acquisition of new skills through executive coaching, integrate emerging technologies, such as artificial intelligence-based personalized learning platforms, that adapt content to individual needs. Additionally, explore experiential learning techniques, such as simulations and hands-on projects, that offer immersive learning and direct application. Also prioritize the development of emotional and social skills, essential for effective leadership and collaboration in dynamic environments. This way, you not only accelerate the absorption of new skills, but also strengthen essential skills for sustainable success.

Encourage the coachees to identify the abilities needed to achieve their coaching session goals, as well as to anticipate the influence of the outcome to project their new skills needed for their foremost preparation and development.

Executive coaching is a powerful tool for accelerating your development and growth. An effective coach supports you in identifying and overcoming obstacles such as self-doubt, time management issues, or unhealthy work behaviors. They provide a reflective space crucial for enhancing your self-awareness and career development. A coach collaborates with you to set clear, achievable goals and checks in regularly to ensure you're making progress. Through this process, you gain insights, improve your skills, and experience less friction!