"executive coach"

Sat 20 August 2022
Executive Coaches are qualified professionals who work with individuals- primarily executives but also high-performing employees- to help them improve in many ways.  They often work with these leaders on goal setting, goal achievement, communication, and act as a sounding board for ideas. 

Normally, this can cost quite a pretty penny- up to $3,000 an hour. However, Ambition In Motion has created a new program facilitating executive coaches and mentorship which only costs $150 a month. But how does this happen? What makes AIM Insights so different?

Why is it so important to have Executive Coaches?

Executive coaches often have extremely high business acumen. Whatever some of your goals may be, they can help you accomplish them. An impartial third party can often help judge your ideas as well. Because they will keep your information confidential as well, they can really create a relationship built upon helping you and improving your business and ease your fears about corporate espionage or similar topics. 

Another benefit of having an executive coach is that they often have extensive experience to draw upon. Every coach has led a team, founded a business, sold a business, or done something in their respective industry to warrant being hired solely for an advisory position.  

               Executive coaches can also point out weaknesses far easier than someone connected to your company. It is always easier to find an error if you are objective towards what you are auditing, which does hold true for executive coaches. 

               Think of an executive coach similar to how you would think of an athletic coach. No one would argue that Lionel Messi is one of the greatest players to have ever played soccer, or that Tom Brady is one of the greatest football players ever. However, despite both their respective skills, both of them have made use of coaches and improved their already formidable skills. The same concept holds true for you as a manager. Regardless of performance, everyone should have a mentor and educator in their back pocket. 

How can AIM Insights be provided at a far more cost-effective rate compared to traditional executive coaching?

               The key question here is how a cost is determined for Executive Coaches. After all, with a steep cost, you’d be curious. Typically, these coaches spend hours upon hours in what is known as the discovery process. This involves reading over 1:1s, checking exit interviews, reading performance reviews, looking at goals and successes, and so much more. Naturally, with hourly pay, this will add up, hence the high costs. 

               However, with AIM Insights, the platform automates this entire discovery process for the executive coaches, condensing it into easy-to-read graphics and briefs. This saves them quite a few hours and allows them to not only be able to work with their clients faster, but also to reduce their costs. 

               In addition to this, executive coaches tend to be great at their craft, executive coaching, but if assessing the total amount of time they are working, for example, the time it takes to develop business (online or in-person), there is a lot of total time spent in the process of serving a client. Ambition In Motion can once again automate this process. By creating a marketplace where coaches and managers can come together, coaches can spend their time coaching and developing business by showcasing their abilities as a coach. 

How else does AIM Insights differ from other executive coaching programs?

               One of the most important things that can be written about AIM Insights is that it can be completely tailored to your specific scenario. Picture the following: Your water heater burst overnight, and you and your family wake up to six inches of water in your living room. Who would you call to fix this?

               In this case, you are probably most likely to call a plumber. And why might you call a plumber as opposed to a general contractor or a handyman? The answer is obvious- the plumber specializes in this type of scenario.

               Executive coaching works in the exact same way. One executive coach cannot be good at all aspects of leadership. With AIM Insights’ pool of executive coaches, the tool can provide leaders with a coach who will be more experienced with their specific field and problems. 

               For example, AIM Insights has coaches that specialize in coaching sales leaders, others that specialize in coaching tech leaders, others that specialize in certain personality assessments like DISC, Strengthsfinder, Predictive Index, and Culture Index, and many other areas. The point is that multiple coaches can be assigned to a company based on their needs and drivers. Essentially, it is a marketplace where managers and executive coaches can come together.

               AIM Insights executive coaching can also be paired with a full people leader certification program, in contrast to others. Certifications are often much cheaper than postgraduate education, and can also provide unique benefits that are more tailored to your actual career.

               Executive Coaching can be nerve-wracking and can be expensive. But you don’t have to let it be either of the two. 
Sat 20 August 2022
Coaching enhances performance. It can benefit anyone, not just athletes. Just like athletes, leaders are under pressure to perform every day. And just like with athletes, coaching is the best way to ensure that leaders can perform at a high level.
Workplace coaching is a burgeoning industry with a growing body of literature to support it. In this article, we break down workplace coaching, how it works, and how you can use it to help grow your organization.
 
What is executive coaching? 
Executive coaches work with business leaders to enable their rapid development. They also assist with specific problems that a board member, or senior manager, wants to work through outside of the normal business framework. 
Unlike training, coaching focuses very specifically on the issues that an executive wants to work through. Thus it becomes a speedy way to improve skills and achieve personal and professional objectives.
The executive coach gives the executive feedback and a new perspective that enables them to set goals and work towards them. The coaching sessions use objective feedback to drive the executive's thought processes forward through their issues.
 
What are the main uses of executive coaching? 
There are many uses of executive coaching but the most common reasons for engaging a coach include the following:
 
●       Onboarding or Transitioning: when a board member or senior manager is promoted, coaching can quickly help them prepare for their new role. It's also a very useful method for helping someone who is transitioning from one area of responsibility to another at the same level.
●       High Potential: individuals who are identified as having real talent, can often be coached to accelerate their personal development within an organization.
●       Organizational Change: coaching can support transformative business programs to ensure that leadership can keep pace with change.
●       Neutral Party Support: sometimes the executive will need to run ideas over a sounding board to be better able to articulate them in their own business.
●       Personal Effectiveness Programs: if the executive themselves plays a coaching role, for example in their management position or during 360-degree review processes, coaching can help them develop their own approach.
 
Why is executive coaching important in the workplace?
Coaching enables leaders to deal with the unknown.
The workplace is a dynamic environment, characterized by turnover and volatile market forces. The beauty of coaching is that leaders do not need to know everything in order to be effective; instead, they need to know how to empower those around them.
Executive coaching gives businesses a way of developing their senior staff in a cost-effective and timely manner. 
Coaching sessions enable the staff member to concentrate on the issues that are most critical to their performance, without the fluff of lengthy training courses. They allow the director or manager to remain at their post whilst developing and thus don't take away from their contribution to the business.
It can be said that executive coaching is one of the most important methods for improving the skills of your leaders and directors. 
It should be easy to demonstrate a clear return on investment for this kind of coaching. And anything that has a positive impact on the bottom line is something that your business should be considering.
 
Identifying Your Workplace’s Coaching Needs
If you are interested in bringing a coach on board, there are several ways to identify the coaching needs of your workplace.
First, you can bring in a consultant with expertise in gathering information in organizations through surveys, assessments, and interviews.
There is no better way to identify needs than by talking to the people involved in your organization. 
In this case, you can select a sampling of your staff to interview, asking them about the skills and resources that they feel they need to do their job effectively.
If you feel that employees are not giving honest feedback or you are stuck, it may be time to bring in a consultant.
 
Find the best-fit executive coach for your company’s needs 
            AIM Insights has hundreds of executive coaches that specialize in specific areas of expertise: sales, technology, operations, etc. 
            Fill out our executive coaching form and the AIM Insights team will pair you with the right executive coach for you. You also have the option to be put on a rotation over a period of time with multiple executive coaches that specialize in different areas of business. 
Regardless, these pairings are made based on metrics and feedback tested by AIM Insights. When you begin, you will be asked to take assessments that will generate the most effective executive coaches for you. 
This can even be done through the AIM Insights People Leader Certification program, where you will be paired with an experienced coach, personalized to your field of management, working with you through gaining a management certification to excel in your career. 
What difference does AIM Insights bring to executive coaching? 
Lots of benefits at a fraction of the cost. 
There are two reasons why AIM Insights is cost-effective: 
 
1.     The insights from the initial assessments done on the executive client allow the executive coach to have enough feedback and guidance to give to the manager immediately 
2.     This is more effective than the executive coach going out and marketing themselves on LinkedIn, commenting on posts with no guarantee that they will be given a job. By creating a marketplace for managers and executive coaches to come together, coaches can spend more time coaching.
            
AIM Insights has hundreds of executive coaches, ready to guide you at a customized level. If you want to see efficient, long-lasting improvements within your organization, and you believe that executive training can benefit you, set up a meeting to speak with the AIM Insights team and find out how you can get started with a customized executive coaching program
 
As Bill Gates said:
 
“Everyone needs a coach. It doesn’t matter whether you’re a basketball player, a tennis player, a gymnast or a bridge player. We all need people who will give us feedback. That’s how we improve.” 
Thu 25 August 2022
Bridge the gap between hiring and onboarding
Welcoming new hires into your organization is an exciting process. An employee's onboarding can have a huge influence on their enthusiasm, motivation and performance. 
             As your new hires learn the fundamentals of their new jobs, you have the unique opportunity to make a meaningful first impression. 
 
Benefits of a good onboarding process
An employee's first impression of a new workplace can set the tone for their entire experience with a company. 
An engaging and exciting onboarding process can improve job performance in the long term by setting employees up for success from the moment they begin their training. In response, these employees see higher satisfaction in their jobs, increasing employee retention over time.
When a company makes the effort to create a captivating onboarding process, new employees are encouraged to engage immediately with their new surroundings, generating excitement about their role. 
An excited employee is likely to speak highly of the company they work for, improving a company's brand by word of mouth and contributing to the reputation that the organization is a great place to work.
 
Week one
During the new manager’s first week, they could be asked to think about and create a document outlining their 30-60-90 day plan. Here, they’d write down their main goals and their goals for their team, plus how they plan to achieve said objectives. 
Employees would include timelines for each set of goals and a description of what success would look like for them. 
As an employer, there are many benefits to asking your new hires to develop a 30-60-90-day plan, according to Indeed.com.
 
Benefits of a 30-60-90-day plan
-        Helps clarify their role. You can use the document to make sure new employees understand what they need to deliver.
-        Provides valuable insights. Discussions about the plan give you insight into your new employee, and you can also ask them to give you insight into your business.
-        Helps build relationships. Regular discussions with new hires can help you build a stronger team.
-        Aids in development plans. This document lets you see your new employee’s strengths and weaknesses so you can create their employee development plan.
-        Helps with time management. Starting a new role can be overwhelming, but a 30-60-90 plan gives a new employee focus and shows them where they should be spending their time.
 
With this, it’s important to keep in mind that it can be difficult for a new member of the leadership team to establish a set of goals when they aren’t 100 percent familiar with the company’s objectives or overall targets. 
It’s up to the HR team and the leader’s managers to provide any appropriate documentation and data that will help inform their goal-setting initiatives. 
This could include organizational charts, strategy and project documentation, and general company culture presentations.
 
30 days
After 30 days, the new manager may be ready to start diving deeper into their role. They may have set goals surrounding budgeting issues or cost-savings for their department or started seeking out ways to conserve other resources.
This is when they’re able to receive information and data that’s a bit more detailed, such as financial reports and forecasting analysis documents. 
As providing them with countless pages of context-less reports or stacks of old results can do more harm than good, it’s important to let them know what documents are most valuable to them and their role so they can prioritize their time most effectively.
 
60 days
Once they’ve been on the job for two months, the organization’s new manager will be expanding their company and product knowledge through multiple information streams. 
While their first month might have been more focused on high-level and general information and documentation, the second month gives them a chance to dig deeper into the areas of the business that are relevant to their own goals.
For example, if the new manager is a Director of Sales, they may want to meet with the Public Relations Team to discuss PR events that have positively (and negatively) impacted revenue.
With this in mind, it’s important that HR teams encourage members of different departments to create documents or info packets that can help new employees understand their team’s position and contributions to the business.
While it could be overwhelming for a new leader to try and get detailed information about each department across the organization right away, by having these dedicated resources created for onboarding, the new leaders are able to learn about other teams as they relate to their own goals and objectives.
 
90 days 
After three months, a new leader is usually ready to focus more heavily on their team’s development. While the new manager might have felt that they didn’t have the time or attention to properly foster their team’s growth during their first week or month, they’re usually more than ready by the third month.
They’ve completed the basic learnings required for their integration and are finally ready to turn their attention outward. This is when they can focus on their management-specific goals, such as aiming to lead a high-performing team.
Around the 90-day mark, the organization’s HR team could provide any documentation that relates to managing and supporting a team of employees. This might be formal leadership training documents, a company handbook on building and managing effective teams, or any other resource that concentrates on fostering talent within the organization.
 
Use the Right Tools
Adopting new technology and tools can streamline the onboarding process for all new leaders. These tools can help accelerate learning, maintain momentum, and make leader onboarding more effective than ever.
As mentioned above, it’s important to start the onboarding process before the new leader’s first day on the job. While setting them up with any necessary hardware and legal documents before day one is essential, understanding their team’s priorities before they’ve officially started gives them a massive head start. A tool like AIM Insights is made for exactly this purpose.
With AIM Insights, a team can participate in executive training prior to their new leader’s onboarding. This allows the newly hired leader to interact with the team in both group and 1:1 settings to understand each individual team member’s thoughts, pain points, and priorities. 
With AIM Insights training and executive coaching, the new leader is immediately privy to the issues most important to the team as a whole. These time-saving insights are incredibly valuable, allowing the new leader to get up to speed as quickly and smoothly as possible.
Once the leader has started, regular and ongoing AIM Insights coaching exchanges over their first few months help keep them on track and alert to any changes that might have occurred. 
They can gather honest, collective feedback and pulse-checks from their team, while benefiting from anti-bias software, which allows them to understand challenges and opportunities swiftly, plus build trust and connections.
Effective onboarding for leaders has long been a pain point for many organizations. With so much at stake, many businesses miss the mark when it comes to setting new managers up for success. 
With the tips and guidance above, organizations can help new leaders become valuable and impactful members of the business as quickly and effectively as possible.
And if you are a new manager interested in connecting with other people leaders to gain objectivity and improve your performance, you can check out the executive mastermind group.
Thu 8 September 2022
It can be lonely at the top. Managers must make decisions, and there aren’t too many people they can turn to for advice. Some managers want to be the “cool boss” that is comfortable with anything (think Michael Scott hosting a meeting in the conference room). Other managers believe that there can’t be any cordiality between them and their direct reports.
 This article will explain how managers can determine what is appropriate and what is not regarding relationships with direct reports. It explains why boundaries are necessary, and how to maintain social distance from your direct reports while creating a positive work environment with open communication and feedback, which many teams struggle with.
How can you find the perfect balance in the friend-manager relationship? Should you even try?
 
The Need for Friendships at Work
Research shows that friendships at work lead to enhanced emotional well-being. It’s important to have relationships with people who you can trust. 
Sharing life events decreases anxiety, improves productivity, and satisfies our need for human connection.
Of course, this is the case for peer-to-peer friendships, not employee-manager relationships. The latter requires a much more delicate balancing act by both parties.
 
The Need for Boundaries
A peer-to-peer relationship is an equal one; at least it should be. In an ideal world, there are no power plays to be had, and the two parties can be relatively open with one another at a personal level. 
A manager, however, must maintain boundaries with direct reports because they have significant influence over the direct report's professional and financial status. And that's a game-changer.
It is really difficult to be in the same fantasy football league with a direct report that then has to be disciplined or potentially fired…talk about awkward if you are matched up against each other in the playoffs!
The manager’s role in the relationship is to promote teamwork and guide individuals in their careers. A manager-direct relationship that is too friendly can compromise this role and make effective management impossible. There would be an imbalance in the way that one employee is treated over another. 
Kim Scott, the author of Radical Candor and leadership expert, delves into the “problem” of joining a workplace and being told to be “professional,” as if every other aspect of you and your character stays at home, and you’re supposed to be strictly professional at work. 
            But that feels more robotic than realistic to the way people interact with each other. Professionalism training has been pounded into everyone’s heads since their first job. 
How can managers deal with the situation of being friendly with their employees, and also maintaining structured policies and professionalism in the workplace?
Scott relays the idea of “radical candor” as a guide to moving specific conversations between employees and managers to a better place. 
 
What is Radical Candor?
Radical Candor is a philosophy of management based on the concept of “caring personally” while “challenging directly.”
●       Practices to get, give and encourage guidance and feedback at work (praise and criticism) 
●       Strategies for building a cohesive team 
●       Tools to help you and your team get stuff done with less drama 
●       It’s not a license to act like a jerk 
●       It’s not an invitation to get creepily personal
●       It’s not just for managers, we all want to succeed 
 
Radical Candor is practiced at companies all around the world, including Amazon, The New York Times, Forbes, Qualtrics, The Wall Street Journal, and many more. 
 
Use the Radical Candor Framework to Guide Your Conversations 
Understanding what is not Radical Candor can help you better understand what is. These are the behaviors that everyone falls into at one time or another: 
 
●       Obnoxious Aggression: Obnoxious Aggression, also called brutal honesty or front stabbing, is what happens when you challenge someone directly, but don’t show you care about them personally. It’s praise that doesn’t feel sincere or criticism and feedback that isn’t delivered kindly.
●       Ruinous Empathy: Ruinous Empathy is what happens when you want to spare someone’s short-term feelings, so you don’t tell them something they need to know. You Care Personally, but fail to Challenge Directly. It’s praise that isn’t specific enough to help the person understand what was good or criticism that is sugar-coated and unclear. Or simply silence. Ruinous Empathy may feel nice or safe, but is ultimately unhelpful and even damaging. This is a feedback fail.
●       Manipulative Insincerity: Manipulative Insincerity (backstabbing, political or passive-aggressive behavior) is what happens when you neither Care Personally nor Challenge Directly. It’s praise that is insincere, flattery to a person’s face, and harsh criticism behind their back. Often it’s a self-protective reaction to Obnoxious Aggression. This is the worst kind of feedback failure.
 
            These are the behaviors that people can accidentally fall into in the workplace. These categories make up “radical candor.” The goal of this is to share your humble opinions directly, rather than talking badly about people behind their backs. 
            In a nutshell, radical candor is the ability to challenge others directly and show that you care about them personally at the same time. If done correctly, it will help you and all the people you surround yourself with do the best work of your/their lives and build trusted relationships throughout your career.
            However, as a manager, it can be difficult to manage these workplace relationships; constantly tweaking your approach to find the sweet spot between friendship and professionalism with your team. 
            As you’re working through this, remember that it’s important to have an outlet for yourself.
 
Managers Need Their Own Support Network
It can be lonely at the top where there must be boundaries set for working relationships. So, it's wise for managers to find their own support networks within the company culture and outside. 
A mentor can be someone within or outside your organization who has the experience and can provide you with advice. A professional career coach can also give you impartial advice and an objective opinion.
One highly-rated professional mentorship program is the Ambition In Motion Executive Mastermind Group. The key part of this program is that your mentor acts as a source of guidance and coaching, customized to your individual needs.
 
What is executive coaching? 
Executive coaches work with business leaders to enable their rapid development in the workplace. They also assist with specific problems that a board member, or senior manager, wants to work through outside of the normal business framework. 
This coaching focuses very specifically on the issues that an executive wants to work through. Thus it becomes a speedy way to improve skills and achieve personal and professional objectives.
The executive coach gives the executive feedback and a new perspective that enables them to set goals and work towards them. The coaching sessions use objective feedback to drive the executive's thought processes forward through their issues.
 
            As a manager or executive, having a support system such as an executive mentor is crucial. Following the radical candor framework will guide your conversations within the workplace. But be aware of your own need for support and friendship in the work environment and make a conscious effort to seek them out in the appropriate places. 

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Kickstarting Mentorships For Fulfilling Careers

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