“Get a coach, everyone needs a coach”
In an interview with Fortune Magazine, Eric Schmidt, former CEO of Google made that statement back in 2009. Perhaps, it was the shot heard round the world in the coaching and mentoring industry?
Even though Schmidt is no longer CEO, Google continues to hire and use coaches for their business.
I can easily jump on the bandwagon and agree, we as human beings, no matter how successful we are cannot see ourselves clearly. We may need the perspective of someone else who questions our motivation, our decisions and sees us in a way we fail to see ourselves. I can definitely attest to this truth.
If an individual wants to improve his or her EQ, motivation, level of success, inner peace, happiness and have a fulfilling existence, ‘finally’ living the life he or she wants to live (even those who to the outside world appear successful, may not ever ‘feel’ it) and is committed to the process….then having a coach or mentor will definitely maximize and accelerate those results.
If a group, department or level of managers are interested in bringing on and keeping the best talent for their company, then hiring a coach or mentor will help.
Beyond employee retention in a company, the process is fruitful for the individual, as well as inspiring people to work as a team, instead of placing blame, enduring gossip, choosing sides, or setting others up to fail. The opportunity with engaging a mentor is for managers to really comprehend and implement change, overcome internal resistance, create motivation and unleash the potential for their subordinates. All of this is reflected in the bottom line.
Now…..just because I have stated how coaching and mentoring solves a lot of issues. Will it always work? No.
First off, I am not one for the herd mentality. And so if everyone else is doing something, it’s definitely not a reason for me to jump on the bandwagon.
Second, there is a key buy in that must take place. If a CEO hires a coach or mentor they may not believe in the process. It might be they see people on their team who need the coach, but think they are ‘perfectly fine’ where they are, after all…he or she is the CEO.
The truth is really a fear of change. Most CEOs don’t want to fix what they don’t feel is broken. They don’t want someone to see their perceived weaknesses. Change is hard work. There is no overnight formula to undo or shift a perspective that has been in place for decades, although an epiphany here or there will definitely accelerate the entire process.
Some CEOs think they know themselves so well that no one can tell them something they don’t already know and therefore, hiring a coach just to say “I did it” is a waste of money. Using it as an opportunity for a CEO to prove they don’t need help is more than likely a reflection of how they run things in their company too. Unfortunately, these are the leaders who need the most help.
One of the reasons I stopped offering special deals to save money in working with me, was for this reason. If I don’t have the full commitment that the leader is up for change, even greater success and willing to get vulnerable (honest) with him or herself, then it is a waste of time. People who are ready to move mountains are the people who will be successful with a coach or mentor.
Coaching/mentoring isn’t an opportunity to have a new yes man or yes woman; it is to dig deep and get the best out of ourselves. We become a greater resource of value for others when we operate from this place, we create greater opportunities for success, not just for ourselves, but for others too.