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It has become increasingly popular to hire coaches for promising business leaders. Sometimes, the goal is to help “problem executives” function effectively both personally and professionally. Oftentimes, however, the goal is to help executives improve their communication style, says Eric B. Dent, Ph.D, the Uncommon Friends Endowed Chair in Ethics at Florida Gulf Coast University.
“[The most common issue] is disconnect in expectations and assumptions [and] explains more dysfunctional organizational performance than any other factor I have observed,” says Dent., in his recent study titled Pulling Back the Curtain: What an Executive Coach Talks About. “Nearly all of my coaching experiences have been with individuals who are seen as very capable, and yet are able to continue to grow and develop into an even more effective leader.”
The symptoms of a dysfunctional executive are straightforward, Dent explains in the study. If you are suffering from miscommunication, making bad hires, or unable to delegate tasks, it may be time to invest in an executive coach.
The coaching relationship begins with many assessments, the data from which forms the foundation for the initial conversations about areas of strength and weakness. “The subsequent conversations are often wide-ranging and holistic, including non-work subjects such as relationship with spouse, physical health, and financial well-being.”
Clearly communicating expectations and defining end goals is vitally important when it comes to the manager/subordinate relationship. Dent uses an example that most of his clients can relate to. He describes the simple interaction between father and son of requesting that the trash be taken out. “My ‘taking out the trash example’ is saying to my young son, “would you please take the trash out from under the kitchen sink?’ The twelve words that comprise this sentence happen to represent about a dozen expectations that I have for this task.” These might include taking out the trash receptacle, picking up any trash that spilled over, taking the bag to the outdoor trash can, closing the outdoor lid, putting the whole thing back in the cabinet, etc. “This example is analogous to work settings because managers often assign work to subordinates in brief sentences such as this, yet those sentences are also laden with implicit, unwritten assumptions.”
This phenomenon happens regularly in the workplace and illustrates the importance of setting clear expectations in order to avoid disappointment or extra work. “In my experience, the typical manager is likely to conclude:
- if I want a job done right, I have to do it myself;
- this employee’s work ethic isn’t as strong as I thought, or
- his employee is not as skilled as I thought.”
Interactions function more smoothly if one party mentions a disconnect to the other as soon as it arises, but this is easier said than done. Many people are conflict-averse and don’t feel comfortable introducing issues. If you find yourself frequently disappointed by your colleagues or feel you need to pick up the slack, it might be wise to consider hiring an executive coach.
Another indicator that an executive coach would be helpful is if you are hiring someone at a senior level. Turnover in a position at the senior level is often extremely costly. To avoid choosing the wrong fit for the position, Dent stresses the importance of understanding employer and employee assumptions and goals.
“I recommend that the coached ask the prospective executive to write a letter containing every possible assumption that she has about taking the position,” Dent says in the study. “Tell her not to be concerned about putting anything down that she thinks is too obvious. What is obvious to one person may not be at all to another.”