Create Culture Who’s Running Your Farm (Next?)

ACT Like A Pro 81

Hello, again and now for Step Three in my series about Establishing the Culture of Coaching AND as a preview to my upcoming book, Who’s Running Your Farm (Next)? This week, I’d like to share a bit about the thought process behind using executive coaching and discuss when it fits – and when it doesn’t. First, should you outsource all coaching? Not exactly; the best businesses know that success with outside consulting resources happens when there is willingness. It can either be willingness because the business already has a culture of high performance or, it can be willingness to acknowledge a broken culture that needs to change and the need to invest the time and money to do so.


I won’t coach a person that doesn’t want coached; there isn’t a perfect way to prescribe a solution to an employee’s ‘problem’. Executive coaching is not an intervention, it’s an opportunity to learn and develop. If the culture supports growth, personal advancement, learning, and betterment for the individual and for the company, adding outside coaching programs can be useful. Fostering the culture of coaching is your role as a leader. It’s also important that employees know that receiving coaching from an internal colleague or an outside resource is not a penalty, rather, it’s a priviledge. Be certain employees recognize that coaching means that they are valued enough that the organization wants to invest in their growth and support their continued development into the best team member possible.


If you’re thinking about using an executive coach, I’d love to talk with you. First, here’s a quick reference to help you decide if coaching is a fit.

Executive Coaching Opportunity

Not a Good Fit for Executive Coaching
Employee desires professional improvement Employee needs penalized or for negative behavior
It’s time to discuss possible career or role realignment Employee is behaving irresponsibly or dangerously
Employee recognizes a need for coaching or asks to be coached Employee does not recognize the need for improvement
Leader has established the value of coaching as a positive growth opportunity with employee Employee is belligerent about being coached, doesn’t want to be coached
Outcomes are expected is clearly stated and agreed upon Last resort before firing someone


Executive coaching develops individuals and is a tremendous way to improve efficiency in teams. I look forward to hearing from you!

ACT Like a Pro Out There!

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