WHOLE PERSON EXECUTIVE COACHING FOR HIGH ACHIEVERS
What is Whole Person Executive Coaching? It arises from my belief that excellence is an integrated pursuit. I believe that personal excellence impacts professional excellence and vice versa. How does that emerge in real-life conversations with my clients? It is normal for a conversation to shift among discussions of sleep quality, overall energy, life values, and current business matters within one hour.
Sometimes Whole Person Executive Coaching takes unexpected turns. We may start out in deep business conversations and a personal tragedy shifts our conversations to leading through a storm. While I downplay my background in clinical psychology to prevent the wrong referrals, I’ve learned that it can be invaluable in helping leaders manage the variables of life while they are growing their organizations.
On the business side, organizations change and grow. I’ve walked clients through the selling of businesses, merger/acquisition discussions, and other significant transitions that affect their personal and professional futures.
Overall, Whole Person Executive Coaching turns into a continuous iteration of trust and growth. As we learn to know each other, mutual trust leads to working on topics that are increasingly complex. On my side, the more I trust that my clients feel safe and know my intentions, the easier it is for me to be really honest about difficult topics. It seems that the more clients trust both my non-judgmental acceptance and my competence, the more they bring to the table in our discussions.
Key Topics for High Achievers
Personal
♦ Are you able to lead yourself?
♦ Do you refuel?
♦ Do you manage stress?
♦ Are you healthy and happy?
♦ Are you confident?
♦ Do you have work-life “balance”?
Interpersonal
♦ Do you lead diverse personalities?
♦ Good board/investor relationships?
♦ Do you intentionally build trust?
♦ Do you hire and fire well?
♦ Is your team solid?
♦ Do you deal with difficult people?
Organizational
♦ Where is the organization going?
♦ What strategies failed?
♦ Do processes reflect culture?
♦ Is the organization rapidly changing?
♦ Does your organization retain talent?
♦ What do you want to change?
From Dr. Tricia –
When people say, “how do you do what you do?” I want to give stream-lined answers in slick flowcharts. I would feel much more comfortable if I could promise a pretty little system with easy guarantees. The real answer is more complex. My clients and I develop an intersection of goal alignment and mutual trust that allows us to attack problems and goals together. Yes, my clients have some commonalities as indicated on the High Achiever page; however, the unique positions and preferences of each person and organization result in a highly customized approach. Sometimes, I am the advisor who helps clients navigate high-stakes decision-making. Sometimes, I am the supportive “accountability partner” for an executive who struggles with work-life balance. One of my clients calls me the “Human Whisperer” because I translate the intentions of others and tell her how to respond. With teams, I’m often the confidante who listens and develops strategies to help members talk to each other.
Overall, the best metaphor that fits is this: I am a belayer…the person at the bottom of a mountain who holds the safety rope and calls attention to footholds that may be helpful or problem areas to avoid. The climber is skilled, strong, successful…but she can only see the segment of the mountain in front of her face. Because of my training, experience, and notation of patterns with other climbers on this mountain, I have a broader perspective.
When I explained this metaphor to one of my clients, an immigrant, he said, “so you are my sherpa.” That too.
When the fit for my clients is really good, they stay with me for a long time. I learn their climbing styles, where they are most vulnerable, and how to help them use their strength. Sometimes I shout encouragement; sometimes I kick them in the butt. I do give specific advice because no one wants vague directions when he is hanging off of the mountain.
Harvard Business Review – The Very Real Dangers of Executive Coaching
The Harvard Business Review article on the Dangers of Executive Coaching. I’ve hesitated to speak on this because it is impossible to be unbiased, and my commentary is rather self-serving. However, several people who called me have asked my opinion. I have used my in-depth psychology knowledge to help me discern the difference between coachable and uncoachable employees. More recently, I lost my mind when I heard of a coach with no psychology background who was giving harmful advice to a large organization, within the top levels of leaders (not inadvisable advice, not debatable advice, but the kind that hurts people). Hence, regardless of where your exploration leads you, look for someone who has not only the knowledge but also the wisdom and self-control to hold back and observe rather than flipping out directives or platitudes that can hurt your organization.
Frequently Asked Questions About Process, Logistics and Investment with Dr. Tricia
The Frequently Asked Questions page contains extensive information on process, logistics, and investment information to assist your decision-making and provide as much transparency as possible on the front end.
New to this? Information about how to choose an executive coach.
It can be overwhelming to make an important decision when you don’t know what you don’t know. Here is a page to help guide you through the thought process. If we strip away all the extra detail and analysis, you want to look for someone who is smart, kind, has integrity, and “gets” you.
Testimonials…or Lack Thereof
The real stuff clients say to me is personal, and sharing it feels icky and exploitative. I will say that my client attrition rate is low. Clients come and tend to stay for the long haul. These relationships allow me to truly say “no strings attached” and “no pressure” because I don’t have the desperation of a high churn environment.
Having said all of that, one of the funniest ones, as noted in a quote on the front page of this website, was: “I was talking about you. This isn’t foofoo-fluffy stuff. It’s legit shit.”
Another common one that is personal for each person, is some rendition of “I don’t know what I/we would have done without you.” For me, that kind of comment only comes from a relationship that feels great for both people. This is the foundational reason for my no-pressure, no strings, upfront conversation process to ensure a great fit.