Leadership Coaching – Return on Investment (ROI)

Leadership coaching blog, leadership coaching, leadership, leadership coaching roiThe transferring of leadership knowledge has been identified in several circumstances including action learning, mentoring, multi-rater feedback, and more specifically, Executive Leadership Coaching.

Multi-rater feedback has been shown in several research articles to be more effective with the implementation of executive leadership coaching. Mentoring is a wonderful tool that transfers the ability to operate within a specific organizational culture, but lacks the confidential non-bias environment that is needed for true leadership development. In other words, mentoring is more successful when applied with Leadership Coaching. The basis of the combination of action learning and executive coaching together expedite the developmental process.

High potential leaders are promoted for being technically sound at what they do in regards to operations in certain niche areas. They have proved their worth to their organization by showing their dedication, work ethic, and integrity when it comes to company functions.

Additionally, they have shown their ability to execute under stressful circumstances and have excelled by providing the highest quality of work. Their managerial abilities were exceptional and their successful operational style influenced positive overall group processes. They have learned to take on increased responsibility and have shown their ability to succeed as leaders.

The developmental next step in the career game is to climb the hierarchical ladder to the next level which involves leading a larger amount of associates, increased responsibility, and relinquished control over multiple situations. The catch-22 is reducing control where control was necessary to succeed at a lower level. One would assume that leaders have more control, but the highest levels of leadership actually have the least amount of control and depend on others to achieve the goals. When goals are met, leaders take credit and give it to their teams, and when goals are not met, leaders take all the blame.

This extreme decrease in control is counter-intuitive which creates a damaging effect on the overall behavior of most leaders who are used to having full control. The new enlarged leadership position now places different demands on the leader which causes them to change their operational methods from a command and control style into a persuasive style that leverages the strengths of group associates to accomplish greater tasks.

This transition is slow, and sometimes, never occurs. This is the power of leadership coaching and the return on investment (ROI) is hard to accurately define. Will the promoted leader sink or swim? If they sink, the responsibility of the position sinks with them. What is the cost of this loss? Prevention is important because the domino effect of failure will not only cost upper level leadership their position and their dignity, but shareholders and associate companies will also feel the impact of this mismanaged transition. Therefore, a leadership coaching engagement can possibly exceed 1000s of times the return on investment if the transition is successful. A $50k investment for a year’s worth of dedicated coaching can produce millions in return. There is no company that can deny the importance of leadership coaching.

The human element should not be underestimated. We are not robots and do not behave as such. Leaders need to have confidantes to operate successfully when the pressure to perform is at it highest. The behavioral transformation to upper leadership takes great organizational effort. The behavioral changes from the position change can deeply impact personality and associated relationships.

Leadership development requires a skilled executive coach that understands the emotional rollercoaster involved with the leadership process as described above. A successful coach-leader relationship will exponentially increase the learning curve needed to fit seamlessly into the new role as leader. The amount of time, money, frustration, and damaged relationships that are saved through investing in an executive coach during the leadership development process is almost priceless.

Every choice has a cost – don’t let your choice cost you more than you can afford.

Keith Lawrence Miller, M.A., PCC, BCC, CPRW

Elite Pro Coach | Ivy League Resumes

ICF Certified & Credentialed Coach (PCC) | Board Certified Coach (BCC)

M.A. Columbia University | Organizational Psychologist

(855) My-Pro-Coach | Skype (718) 717-2820

http://EliteProCoach.com | www.LinkedIn.com/in/keithlawmiller

Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within and creating self-awareness. Targeting and understanding the underlying processes that dictate predictable behaviors creates a necessary awareness in alignment with reality that enables superior leadership. All leadership is not equal, but rather, fluid, flexible, and adaptive to the situation and environment. Implementing the correct developmental process proactively separates the good from the great. Our leadership coaching processes develops great leaders. However, facing perceived fears, accepting critical feedback, and managing emotional highs & lows in alignment with universal laws is required for maximizing personal and professional growth.

Everyone is capable of being a leader and that leadership begins with leading the self. The material offered goes above and beyond generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of creating valued connections that by association inspire followers to exceed performance expectations. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.

Keith Miller

Keith Lawrence Miller, Organizational Psychologist, Board Certified Coach (BCC), Professional Credentialed Coach (PCC), with subject matter expertise in executive career & leadership coaching and management consulting supported by a Master of Arts (M.A.) in Organizational Psychology from Columbia University.

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