Summary of Your Executive Coaching Solution

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  • Innovative
  • Applicable
  • For Beginners


Life coach. Work coach. Fitness coach. Speech coach. Diet coach. How-to-stop-smoking coach. These days, it seems as if anyone with a website and slick advertising can promote his or her expertise in the burgeoning self-help industry. So how do consumers separate the charlatans from the legitimately qualified? Joan Kofodimos says that educating the public motivated her to produce “the first comprehensive guide to executive coaching.” After all, executives spending an average of $50,000 for a program might as well get their money’s worth. Kofodimos knows her stuff, having entered the field 25 years ago, “before the term executive coaching even existed.” She explains how executives should select coaches and what they can expect from a reputable program. getAbstract strongly recommends that you read this book before embarking on your journey of self-improvement.

About the Author

Joan Kofodimos, Ph.D., is a former college professor and a founding partner of a consulting firm that specializes in coaching executives.



Coaching Challenges

Executive coaching, which is designed to make administrators more effective by altering negative behaviors, refining leadership skills and improving interpersonal communication, continues to gain popularity.

More than half of the corporations in the U.S. utilize coaches. But, without defined industry standards, it’s difficult to choose qualified individuals from among the estimated 10,000 coaches practicing. It’s also a challenge to determine whether an executive needs coaching, and if he or she would even be receptive to the idea.

Many executives do not receive legitimate feedback about their performance because they hold prominent positions. Employees concerned about repercussions are reluctant to criticize. The executive may not even be receptive to criticism, except from his or her superiors. Trusted assistants insulate the executive from everyday problems and meaningful interaction with the workforce. Loyalty also may prevent them from objectively analyzing their bosses.

Consequently, the executive’s self-perception may differ drastically from others’ perceptions. He or she mistakenly believes that everything is all right and that...

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