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Here are some selected questions and answers about how we approach Executive Coaching at The Journey:  Legacy and Leadership Coaching:


My boss tells me I need coaching. How do I know if I really need executive coaching?

Your boss may be right. You may need an executive coach. An executive coach may be able to help you work on some of your leadership blind spots. However, the better question might be, "Do I really want an executive coach?" There is a difference between "need" and "want."

Executive coaching focuses on change. Changing something starts with wanting to change; the desire to change something is one of the most important success factors in executive coaching.


Coaching sounds like therapy. What are the differences between coaching... consulting... mentoring... and therapy?

These "helping" professions may use similar techniques; however, there are some important differences between each of these areas.

  • Coaching is results-driven and focused on the future. Operating from the belief that the answers to questions of change lie within the client, effective coaches ask insightful questions; they rarely provide advice or suggestions for change.
  • Consultants are hired because of their expertise. Generally, they are brought into an organization to analyze a particular problem and provide specific answers. Consultants are not coaches; they operate from a position of giving advice.
  • Mentors give advice based on their experience. They tend to model behavior and they help provide insight into a specific company, industry or occupation.
  • Therapists are similar to coaches, yet different. They focus on the past for insights into current behavior.  Typically, therapists are concerned with symptoms and root causes of behavior. Therapy tends to be a long-term relationship, whereas coaching is more short-term in duration.

While each of these professions are different, they may collaborate to bring about individual growth or organizational change.


Your focus on Humility... Empathy... Civility... and Kindness (“What the HECK!”) sounds pretty ‘soft’. Don’t you need to be tough, self-serving, aggressive, ‘hard-nosed’, and ruthless to be a successful leader?

Research by Daniel Goleman and others suggests that less than 10% of a person’s success in life may be attributed to general intelligence (IQ) and the remaining 90%+ is because of a highly developed set of Emotional Intelligence (EQ) competencies. Emotional Intelligence is comprised of self-awareness skills (humility), empathy skills (empathy), self-regulation skills (civility), and social skills (kindness).

So, who would you rather follow?

Someone who leads with humility... empathy... civility... and kindness, or someone who doesn't?

Leading with HECK is hard – not ‘soft’.

The good news is that it costs virtually nothing to lead with humility... empathy... civility... and kindness. To paraphrase Tom Peters … ‘HECK’ is free!


What’s my "return on investment" (ROI) if I engage an executive coach?

Will executive coaching cause higher levels of performance and increased business results? Possibly. Is there a strong correlation between coaching and enhanced individual or organizational performance? Yes!

Several recent studies have demonstrated that executive coaching can generate an average return of more than $100,000 – or about six times the cost of individual coaching.  Other studies have shown that executive coaching may increase quantifiable job performance by as much as 250 – 700%.

Perhaps, the most important factor in determining whether an executive receives a significant ROI with coaching is how strongly the executive is committed to personal change or growth.


How do I choose an executive coach?

With care.  The relationship between a coach and a client may be one of the most important success factors in a coaching engagement. When selecting an executive coach, you should look at the person’s background, experience and training. Talk to 2-3 potential coaches. Determine if there is a "fit" between your coaching needs and the expertise of the coach. Seek out coaches who ask great questions rather than coaches with great answers. Finally, understand that personal chemistry is an important element of your decision-making process.  Obtain references from a potential coach and trust your intuition.


Why should I engage you as my executive coach? What makes you different?

Ah, the “question”! The Executive Coaching field has burgeoned over the past decade. There are some excellent executive coaches in the marketplace today. At The Journey: Legacy and Leadership Coaching, we believe our pragmatic and results-oriented approach to executive coaching is unique. We believe our core philosophy that humility... empathy... civility... and kindness can transform good leaders into great leaders is unique. And we believe that our focus on making small changes in behavior will yield BIG results is unique. Once you spend some time with us, it is our belief that you will consider an executive coaching engagement with The Journey: Legacy and Leadership Coaching.


Is it important for an executive coach to have a written Code of Ethics or a statement around client confidentiality?

Absolutely! A credible and effective executive coach will abide by the International Coach Federation’s "Code of Ethics." They will have either a separate written statement of ethical conduct or they will have a clear and unambiguous ethics statement outlined in their formal coaching agreement.


How much do you charge for executive coaching?

Fees will vary depending on the duration of the coaching engagement, on the nature of the coaching challenges, and on the organizational level of the coaching client. Most executive coaching engagements are established on a set fee contract basis rather than an hourly rate. Additional costs may be incurred for the administration of specific diagnostic instruments or customized 360-degree inventories.


How long is a typical executive coaching engagement?

Most executive coaching engagements are six to nine months in duration. Some coaching assignments may be three months or less when the focus is on single-issue change.


Are your executive coaching sessions conducted in person or by telephone?

Both. Coaching conducted in person can be extremely helpful in promoting change in verbal and non-verbal behavior. Coaching conducted over the telephone can be very effective if a strong coaching relationship has been established and if the coaching outcomes are clearly articulated. An ideal situation is some combination of these two coaching techniques.