FAQs

FAQS ABOUT COACHING

Why would a client need a coach?

A coach provides the alliance the client needs to cross from the shore of the present to an envisioned future, the distant shore of “the land where everything works out!” The questions for the client might be “Is that the right shore? Is this the right bridge? Or do I need a boat? Who might be my guide, my ally, as I cross over? (And what about those fins in the water—are those sharks or dolphins?!)” A client typically will hire a coach when they need and want to make a change but are facing some obstacles in making the transition.

What is the difference between a business coach, a life coach, and an executive or career coach?

The Marron Alliance provides Executive and career coaching. Simply put, a business coach is a guide to equip clients seeking to improve their business (typically in marketing, revenue, rainmaking, growth); a life coach is a guide for clients seeking to live a purpose-filled life, or to make a change in life; an executive/career coach does both. The best of executive coaches equip their clients to connect their strengths and passions to business objectives to advance both their life and their careers or businesses. In this sense, the executive coach takes a more holistic approach.

What is your general philosophy surrounding executive coaching? What makes your approach superior to others?

The Marron Alliance distinguishes itself in the executive coaching arena by being strengths-focused, and results-oriented. We first help leaders identify, develop and use their strengths, a strategy that moves leaders from good to great. Equipped with this Deeper Awareness, leaders then develop action and practice plans to connect those strengths to Dynamic Results. We believe strategies that focus on improving weaknesses expend greater energy with far fewer results. “Weaknesses” are addressed by identifying those missing strengths that are needed for the clients to accomplish their visions. We then work with them in creating action plans that either minimize the necessity of any missing strengths, or maximize the alignment with others who possess those strengths (e.g. by creating a strengths-based team or strategic alliance).

We stress three key points to achieve the desired outcome of coaching:
Strengths-based philosophy.The first step is to help a leader (or team) tap into their inner strengths: purpose, values, vision and talents, while retaining peripheral vision of any missing strengths or de-railers.
Clarity of Purpose and a Compelling Process. We provide clients with a simple, clear process for creating a Leader Map and Action Plan. All too often, coaching is ill-defined and outcomes are ambiguous. Our Coaching Process provides clarity of action and a catalyst for change.
Practices for Transformation. We understand the essential balance of action and reflection. Without reflection, executives lose their chance to learn from their experiences-to understand. Without specific action, executives fail to achieve the results they desire. Our action/reflection tools result in breakthrough insights and performance, so that the coaching results are transforming well beyond the time frame of the contract.

How are you different from other coaches?

We at Marron Alliance believe that the best executive coaches are professional men and women who have already distinguished themselves as successful leaders in another business or profession. Our success in other fields enables us to leverage what we do well already, so we can be the best resource and ally for our clients to achieve their business and career objectives.

When is it most productive to hire an executive coach?

Whenever an executive (decision-maker) needs to make a change that will have a critical impact on the organization
When a high-potential leader or existing team wants to take their business up to the next level, but needs help in focusing their strengths effectively to achieve that vision
When a new leader is being brought into a team or organization for that “first 100 days” of transition
When the leader and/or organization is attempting to implement a needed change or transition, but is encountering resistance
When a high-potential leader is being groomed for promotion or has recently taken on a “stretch” leadership role
When an individual leader or organization wants to build strengths-based teams
When a leader is transitioning either Off-Ramp or back On-Ramp for a season.

What is the difference between a consultant, a coach, and a mentor?

Consultant: A consultant brings expertise and knowledge in a particular area in which a leader, team or organization needs to improve. The Marron Alliance provides consulting in the areas of Leadership, Gender Diversity and Communications (speaking and advocacy).

Coach: Coaches are experts in empowering others to help themselves through challenges and changes; coaches are not in the business of providing therapy or advice. We believe that the best coaches recognize that clients know what will work best for them in making a change; the coach’s role is to bring that knowledge out and connect that learning to results. The Marron Alliance provides executive and career coaching for leaders and teams.

Mentor: Mentors, unlike coaches, do give advice based on their experiences. While coaching helps individuals gain insight into who they are and how to be more effective, mentors model and help individuals gain insight into the organization, their role or industry. The Marron Alliance collaborates with leaders and organizations by providing Executive coaching and Leadership Strengthening programs to enhance mentoring skills or to create a mentoring/coaching culture.

What might a typical coaching contract and process look like?

Once a client selects a coach, the Marron Alliance process begins. We provide clear, written agreements with clients and follow the ICF Code of Ethics. www.icf.org. The first step is to identify the client’s specific coaching goals within that contract. The process is also documented on a Coaching Map, which will be used throughout to create a plan for action.

All of our coaching contracts are customized to the clients’ needs and coaching goals, but we do have recommended guidelines. As for duration, we suggest one initial longer session (face-to-face, for a minimum of two to three hours) followed by two to three one-hour sessions per month for six months (either by phone or in person). At the three-month mark, we suggest another longer session to assess progress achieved, and request the client complete a midpoint evaluation form so the coaching and plan can be adjusted if needed.

After six months, at a final session the results to date would be compared to the goals of the contract. If the client elects to continue with the coach at that time, a new agreement would be entered for the next six months.

As for the coaching process itself, we generally follow the process created by The Hudson Institute of Santa Barbara, and explain that in more detail at the outset of the coaching contract. Simply put, it is an iterative process which includes five phases: (1) Establishing the coaching goals; (2) Exploring the current situation (including self-assessment); (3) Envisioning the Desired Future; (4) Establishing a Plan for Change that includes identifying Obstacles; and (5) Executing on the Plan (which includes recalibrating goals and developing practices to sustain the change.) At the conclusion, together we examine the overall effectiveness of the process to ensure the leader’s ongoing development.

How often does a typical coach meet with her/his client and over what time period?

We recommend that a client commit to a six-month process with at least two sessions per month, but we customize the contract to fit our clients’ coaching goals and budgetary needs.  From experience we have observed a minimum of 8 sessions is needed to impact sustainable change.

Is there an initial trial period between the coach and the executive?

We suggest clients interview at least two coaches before selecting a coach. A discovery interview is typically a 30- minute session for the client and coach to get to know each other to find out if a coaching relationship would work. We do not bill for interview sessions. We also provide for a mid point checkin session to evaluate the progress on the client’s goals, and to allow for feedback between client and coach (typically at the three month point).

Do you have any references that you may share?

References are available upon request.