Strategic coaching: the difference between execution and empowerment coaching

Introduction 

The fast enhancement of executive coaching is associated with enormous benefits. These benefits include reduced costs and increased profits achieved within a stipulated timeframe. For executive coaching to be effective, it should be both individualized and strategic. In any organization, a balance has to be struck between individual needs and the organization's needs. For strategic coaching to motivate and engage individuals, it must be tailored to these individuals' aspirations and needs. Strategic coaching can deliver business results if rooted in the vision, values, and organization's strategy. This paper will focus on the definition of the strategic coaching model, explain the difference between execution coaching and empowerment coaching, discuss how effective goal setting can make a positive difference, and finally explain how the coach can help executives reach a level of "leadership that matter." 

Strategic Coaching Model 

The strategic coaching model is a coaching model that focuses on individual and business needs. The primary aim of this framework is to achieve outstanding business results. This model is much more different from other approaches and models that focus on solving a specific perceived problem ( Goldsmith, Lyons, & McArthur, 2012). Strategic coaching is vital in executive management as it enhances the development of high-impactful leaders that can greatly transform an organization to achieve its objectives and goals. 

Some leadership skills such as giving and receiving feedback and varying leadership styles to meet the organization and individual needs can be developed when the strategic coaching model is utilized. Typically, some executive organizational leaders find it difficult and uncomfortable to deliver honest feedback. Hence, this coaching model enables the executives to overcome this fear and give quality feedback to the employees, making them effective success contributors. 

The strategic coaching model improves leadership skills and ensures that there is effective leadership throughout the organization. Effective leadership in the organization ensures that the employees are satisfied. Once the employees are satisfied, they ensure that the customers are satisfied and generate higher profits for the organization. The strategic coaching model ensures that an organization retains high-impactful leaders to foster its competitive strategy in the emerging global economy. 

Empowerment Coaching and Execution Coaching Differences 

There are enormous differences that exist between execution coaching and empowerment coaching. The difference between these two forms of coaching comes in their emphasis areas. Execution coaching is a process based on the approach to manage and improve the organization's success continuously. On the other hand, empowerment coaching is responsible for creating an organizational environment for the employees to contribute to their full potential. 

In execution coaching, the chief diversity officers cannot become experts on best practices leadership ( Goldsmith, Lyons, & McArthur, 2012 ). The best practices leadership provided coaching through participation and presentation. For chief diversity officers to become experts, they have to comprehend diversity and diversity management. In empowerment coaching, chief diversity officers obtain universal capabilities. These universal capabilities include recognizing diversity mixture and determining whether the action is required concerning a particular diversity mixture. 

Empowerment coaching typically works with a particular individual on a personal level. Empowerment coaching helps individuals comprehend their objectives and goals and discover the shortcoming preventing them from achieving these goals and objectives. Generally, empowerment coaching helps individuals to improve their outlook and find balance in their lives ( Goldsmith, Lyons, & McArthur, 2012 ). On the other hand, execution coaching addresses the professional aspiration of an individual. Execution coaching encourages individuals to focus on specific, measurable outcomes that positively impact the business's success. In execution coaching, success measurement is directly related to the professional achievement of an individual. 

Effective Goal Setting For a Positive Difference 

Effective goal setting can make a positive difference in a variety of ways. In any organization, goal setting is a powerful motivator that has been recognized over the years. Goal setting is achieving organizational goals and can make a positive difference by providing a direction. Effective goal setting guides us in choosing the ultimate destination and directing all the efforts towards reaching the previously set destination, thus making a positive difference. 

Effective goal setting can also make a positive difference by providing a clearer focus on what is important. The goals are vital in focusing on some specific tasks that need to be performed. Effective goal setting ensures that the tasks to be performed are evaluated earlier for important tasks to be prioritized. Effective goals are vital in eradicating tasks that have no importance or have no value in the organization. 

Furthermore, effective goal setting can make a positive difference in enhancing clarity in the decision making process. Typically, an effective goal setting helps us focus on what is important; hence, this perspective helps promote the decision-making process. The clarity in decision making makes effective goal setting important in accomplishing objectives and goals, making a positive difference. 

How the Coach Can Help Executives 

Executive leaders normally face intense pressure even when the employee engagement is high and when the business is booming. Thus, the executive leaders need a coach to help them reach a level of "leadership that matters" and successfully progress the organization. The coach normally ensures that the executive leaders adopt behavior-based leadership, which helps them find an opportunity to overcome the enormous challenges by integrating key leadership skills ( Goldsmith, Lyons, & McArthur, 2012 ). Behavior-based leadership positively impacts the entire success of the organization. 

The coach plays a vital role in ensuring that the executive leaders see others more clearly. Most executive leaders are faced with some problems because they do not accurately assess the organization's stakeholders. These executive leaders may lose good employees or retain underperforming employees because they might think they are better. Therefore, the coach must help these executive leaders have a more accurate and neutral perception of all the organization's stakeholders. The coach guides the executives to apply their mental skills to be independent and accurate in assessing others. 

The coach can help executive leaders leverage their existing strengths to reach a leadership level that matters. An effective coach will identify the strengths of the executives that might have been underestimated. The coach can easily determine these capabilities and help the executives see some underestimated strengths' uniqueness. The coach can also help the executives build more productive relationships since, normally, some executive leaders limit their effectiveness by building relationships with particular people. Therefore, the coach helps the executives to recognize their tendencies and help them work against them. Furthermore, the coach can help executives achieve what they want by powerfully using a unique support system. Most importantly, the coach can teach the executives on current thinking and operating methods to reach a level of “leadership that matters.” 

Reference 

Goldsmith, M., Lyons, L. S., & McArthur, S. (2012). Coaching for leadership: Writings on leadership from the world's greatest coaches (Vol. 399). John Wiley & Sons. https://books.google.com/books?hl=en&lr=&id=vFj8-TbKvXcC&oi=fnd&pg=PT17&dq=Coaching+for+Leadership+by+Goldsmith,+Lyons,+and+McArthur+(2012)&ots=ndCG-KZiyr&sig=vD2XY81vCzgLS8DBcnE15FzE5pA