ABOUT MARK TAYLOR

Mark Taylor, a retired CEO with a rich entrepreneurial background, is a former 10-year Vistage member and current Vistage Master Chair in NYC. As a Certified Positive Intelligence Coach and Working Genius Facilitator, he now leads six diverse groups of 100 CEOs and business leaders. Recognized as a top-performing Chair nationally, Mark is also an author, TEDx speaker, and dedicated advocate for leadership development.

SECTION SUMMARY

“No matter what you decide, you’re going to get a lot out of this course. No matter what your leadership level is, you’re going to learn to become a better coach. It’s not easy, but it’s worth it.”

The Vistage Foundations of Executive Coaching Course offers insights into the world of coaching. To introduce the course, Mark Taylor, a seasoned Vistage Chair, shares his journey and pivotal decision-making process in becoming an Executive Coach.

In this module, you'll learn:

1. Course Expectations
   In this course, you’ll learn from many different Vistage coaches, with many different perspectives. They will share their unique journeys, including failures and wisdom, with you to help you discover if coaching is the right path for you.
2. How to Find Your Passion
   Through Marcus Buckingham's "The Truth About You" tool, discover your passion by distinguishing activities you loathe from those you love. This will help you learn what to prioritize.

Reflection Exercise/Take Action 

Complete Marcus Buckingham’s “The Truth About You” Exercise to discover where your true priorities lie in life and work:

Week 1: Write down everything you loathe
Week 2: Write down everything you love
Week 3: Write down any patterns you notice between the two lists

ABOUT RICK SCHLEUFER

Rick Schleufer, a Vistage member since 1993 and Chair since 2010, is a renowned CEO and coach committed to helping leaders reach their fullest potential. Rick’s illustrious career includes leading a public, international software company to become the world’s largest provider in the broadcast/media industry and founding four other successful businesses. Named Chair Emeritus in 2020, Rick passionately continues his mission to empower leaders through Vistage.

SECTION SUMMARY

“When I think about a coach, I think about someone who is a catalyst. A catalyst for change, for growth, for development, and even for transformation.”

Rick Schlefer, introduces the core principles of Executive Coaching and shares pivotal insights, including the following:

1. Defining Executive Coaching
   An executive coach as someone who catalyzes change, fosters growth, and drives transformation. He emphasizes the role as a guide and trusted partner in nurturing development.
2. Vistage’s Holistic Approach to Coaching
   Vistage’s coaching encompasses both performance and developmental aspects, striving for holistic growth. It targets personal and professional facets, emphasizing values like trust, caring, challenge, and growth.
3. How to Create a Safe yet Challenging Environment as a Coach
   A powerful coaching environment is created through safety and connection. Safety doesn’t always mean comfort; it involves pushing individuals outside their comfort zones for growth.
4. Key Coaching Skills
   Pivotal skills of deep listening, strategic questioning, and offering candid feedback are emphasized, all crucial for effective coaching and personal growth.
5. Prerequisites for Effective Coaching
   While anyone can call themselves a coach, becoming an effective coach requires inner work, reflection, and mastering the necessary skills and competencies.
6. Boundaries of Coaching
   How coaching is different from therapy and consulting, aiming to empower individuals to uncover answers within themselves rather than providing ready-made solutions.

Reflection Exercise/Take Action

Reflect on your ability to practice deep listening, strategic questioning and offering candid feedback. In what ways can you play to your strengths and improve your weaknesses for effective coaching?

ABOUT DANIELLE BALDWIN

With more than 20 years of leadership experience, Danielle Baldwin excels in launching businesses, building strong relationships, and crafting go-to-market strategies that surpass organizational goals in dynamic environments. As a Vistage Chair, her passion lies in fostering connections and growth through coaching sessions that build trust and confidence, ultimately supporting ambitious individuals ready to elevate their businesses.

SECTION SUMMARY

“The opportunity to change the lives of leaders, of their organizations, of their families and communities– To touch thousands of lives through just one client, in just one session, in just one meeting– What a beautiful legacy to leave and to help make the world a better place.”

In this module, Danielle Baldwin, a Vistage Chair and faculty member, shares insights on the personal benefits of becoming an executive coach. She highlights seven primary benefits:

1. Flexibility: Coaching offers control over schedules and income.
2. Choice: Coaches select whom they work with, focusing on high-performing individuals.
3. Relationships: Coaching fosters rich, lifelong relationships aiding personal growth.
4. Learning: Coaches continuously learn from clients, expanding their knowledge base.
5. Personal Growth: Coaching challenges perceptions and aids in self-improvement.
6. Community: Being part of a network of talented peers provides support and inspiration.
7. Purpose: Coaches can fulfill their calling by positively impacting lives and organizations.

Reflection Exercise/Take Action

Consider the personal benefits of becoming an executive coach listed in this video. How do these benefits align with your own values, goals, and aspirations?

ABOUT RON MERRYMAN

Committed to community improvement one leader at a time, Ron Merryman, a seasoned executive with CEO, COO, and CFO roles across diverse industries, boasts a track record of driving companies from $8M to over $200M in revenue. With a Vistage Chair Practice consisting of ten groups and at his peak totaled 151 members, Ron is a real-life example of the transformative impact of the Vistage experience on individuals and their companies.

SECTION SUMMARY

“When we’re in that space [with a coaching client] where we’re present, we’re withholding judgment, and we’re connecting emotionally, we can do the work that’s necessary– We can confront, explore, and challenge. It’s only when we’re doing those three things that we can grow.”

In this module, Ron Merryman reflects on his 12-year journey as an executive coach and introduces four key principles contributing to his success as a coach. Here is what he covers:

1. Being of Service: Being in service to others, specifically to the members you coach, is of the highest importance. Leaving one’s ego at the door and focusing on fully serving the needs of the individuals is crucial for success.
2. Being a Wholehearted Listener: Another key principle of successful coaching is listening with genuine care and empathy. Ron does his best work when he listens from the heart, visualizes the potential of his members, and stays fully present in the conversation without judgment or ego.
3. Creating and Holding the Space: This involves expanding the environment for meaningful work to take place. Ron quotes Brene Brown, highlighting the importance of trust being earned in small moments, paying attention, and emotionally connecting. This space allows for effective coaching, exploration, and growth.
4. Being a Lifelong Learner: Most important of all is the commitment to continuous learning and growth. Ron sees being a lifelong learner as a fundamental aspect of his role, aspiring to grow faster than his members and maintaining an active and fulfilling life.

Reflection Exercise/Take Action

Explore content from a prominent thought leader such as Brene Brown and find 1-2 quotes that reflect your values and philosophy.

ABOUT ROBIN STANALAND

With a 35-year career spanning roles in sales, technology, executive leadership, and entrepreneurship, Robin Stanaland is a former Vistage member-turned- Vistage Chair in Houston, Texas. Overseeing six peer groups with 80+ CEOs and executives, she dedicates over 1000 hours yearly to individual coaching sessions. Robin has consistently ranked in the top 20 of Vistage Chairs nationally, showcasing her business acumen and unique blend of head-and-heart leadership, challenging clients to achieve bottom-line results.

SECTION SUMMARY

“The journey of learning and self-improvement never truly ends. A great coach is always reading, improving and working with other coaches to not become complacent.”

In this module, Robin Stanaland delves into the foundational principles of executive coaching and shares essential insights on what it takes to be a great executive coach:

1. Replace Judgment with Curiosity: Curiosity that encourages clients to reflect and deepen their exploration is a pivotal part of being an effective coach.
2. Be a World-Class Listener: Listening with understanding and intent helps coaching clients to go beyond surface-level responses and cultivate genuine human connection.
3. Be Skilled at Asking Questions: Posing challenging questions that push beyond comfort zones is paramount, creating psychological safety and trust in a coaching culture.
4. Have a High Degree of Emotional Intelligence: A great coach possesses a high degree of emotional intelligence, enabling them to sense when a client is not providing genuine answers and to understand the client’s triggers and developmental needs through their responses.
5. Don’t Solve Problems for the Client: An effective coach doesn’t solve problems for the client but collaboratively works with them to identify and address issues, emphasizing that the coach’s value is determined by the growth inspired in the client rather than the time spent.
6. Have Relevant Experience: This point emphasizes the value of having undergone coaching oneself and walked in the client’s shoes. Practical experience, including failures and vulnerability, contributes to wisdom and forms the toolkit of a top-tier coach.
7. Establish a Reputation: A coach’s reputation and visibility in marketing plays a crucial role, as well as establishing a brand with a clear promise, exuding confidence and executive presence. Reputation and personal branding also serve as a powerful marketing tool.
8. Care Deeply for People: You must care deeply for the people you coach, show genuine interest in their lives, and maybe even offer support through personalized gestures such as sending notes of encouragement and birthday cards.
9. Never Stop Learning: Even when one feels they’ve mastered a subject or skill, there’s always more to learn– And to be an effective executive coach, it is important to do so. 

Reflection Exercise/Take Action

On a sheet of paper, organize Robin’s 9 principles into these 3 categories based on your current skill set:

1. I’m good at this
2. There is room for improvement here
3. This is not my strong suit 

Throughout the remainder of this course, take notes on steps you can take to move items in categories 2 & 3 up to 1. 

ABOUT ARTIE ISAAC

Artie Isaac, former head of the acclaimed advertising firm Young Isaac, transitioned his 30+ years of expertise into a successful career as a keynote speaker, workshop facilitator, and coach, specializing in helping companies and individuals innovate through brainstorming and idea generation. After selling his agency in 2008 and embracing a number of diverse roles, Artie became a Vistage Chair in 2011, where he passionately fosters growth and self-development among CEOs.

SECTION SUMMARY

“Coaching is simply being curious and wondering. The coach doesn’t have an answer.”

In this module, Artie Isaac shares valuable insights on how you, as a coach, can develop confidence through various principles and reflections:

1. Emphasizing Listening
   Consider the value of listening deeply during coaching sessions. Reflect on why you speak and listen—ensure it’s driven by genuine curiosity rather than just waiting for your turn to talk.
2. Client-Centric Approach
   Focus on facilitating the client’s discovery and solution-building. Your role is to guide them rather than offer direct answers. Encourage your clients to do the heavy lifting in finding solutions.
3. Understanding Your Role
   Distinguish coaching from mentoring or consulting. Understand that coaching involves curiosity and wonderment, not providing solutions or sharing personal experiences.
4. Self-Awareness for Confidence
   Develop confidence by understanding your purpose in the room. Stand for what you believe in during coaching sessions, aiming to reduce needless suffering for your clients.
5. Community of Practice
   Consider joining a community of coaches or having a coach yourself. Continuous learning and being part of a supportive community can help you grow and maintain confidence in coaching.
6. Continuous Learning
   Great coaches are continuous learners, constantly evolving both personally and professionally, and encouraging the same growth in their clients.

Reflection Exercise/Take Action

Reflect on Artie’s insights surrounding self-awareness and how it leads to confidence. Now, ask yourself: What is your purpose in the room? Or, in other words, what is your role as a coach?

ABOUT WALLY SCHMADER

With over two decades in executive roles within the financial services sector and as the author of four best-selling leadership books, Wally Schmader is an accomplished CEO leader and seasoned leadership coach. As a Vistage Chair based in Norfolk, Virginia, he guides a select group of dynamic, growth-focused leaders in achieving superior business results through collaborative efforts and continuous leadership enhancement.

SECTION SUMMARY

“The quality of your questions is the quality of your coaching”

In this module, Wally Schmader introduces the concept of developing your personal operating system.

Drawing from his experience in corporate leadership and as a Vistage Chair, Schmader delves into key queries for defining success, recognizing unsustainable habits, and evaluating personal priorities.

He introduces a framework termed the “personal operating system,” comprising three vital components:

1. Personal Core Values: Identifying one’s true north and principles guiding decision-making in career, life, relationships, and family.
2. Personal and Professional Brand: Defining the desired perception and reputation among those whose opinions matter, highlighting the ongoing nature of refining one’s brand
3. Personal Sustainability Habits: Balancing life and work, setting non-negotiables regarding health, wellness, workload, family time, and finding a sustainable schedule tailored to individual needs.

Reflection Exercise/Take Action

Identify your own personal operating system, including your core values, your personal and professional brand, and your sustainability habits. Allow this system to guide you throughout your coaching journey and tailor it as your skills and priorities evolve.

ABOUT JEANNETTE HOBSON

Jeannette Hobson is a versatile leader with a broad career spanning various sectors, including government, not-for-profit, utilities, and over 25 business categories. With over 28 years of executive coaching at Vistage Worldwide, she specializes in guiding CEOs to achieve profitable growth, organizational effectiveness, and successful exits. Notably, Jeannette served as Senior VP of Vistage’s Eastern Division, from 2010 to 2012, contributing to significant revenue and membership growth.

SECTION SUMMARY

“To be an expert coach, you must be incurably curious.”

In this module, Jeannette Hobson teaches you how to ask powerful questions to elicit the best results out of the people you coach. Curiosity, intentionality, and the art of asking the right questions in coaching helps to foster understanding, learning, and meaningful conversations between coach and client.

The Role of Curiosity: Curiosity plays a pivotal role in asking powerful questions, fostering deeper understanding, and creating a close relationship between the coach and client.

Motivation Behind Questions: Questions can either seek confirmation or aim to learn. Confirmation questions validate what’s known, while learning questions explore new territories and deepen the conversation and relationship.

Learning Styles: Adults learn in many different ways, and they prefer making decisions based on facts, knowledge, and personal experience.

Types of Questions: There are four types of questions – humble inquiry, diagnostic inquiry, confrontational inquiry, and process-oriented inquiry – each serving a specific purpose in steering coaching conversations.

Characteristics of Powerful Questions: There are eight characteristics of powerful questions, including clarity, focus, thought-provocation, open-endedness, challenge, engagement, respectfulness, and follow-on nature.

Phrase Structures and Obstacles: Different examples of question structures (starting with “what,” “how,” “when,” etc.) are provided along with the acknowledgment of obstacles like time limitations and emotions that hinder asking powerful questions.

Identifying Root Causes: Identifying root causes of problems is important rather than merely addressing symptoms. A personal example is used to illustrate the concept.

Reflection Exercise/Take Action

Reflect: What role does curiosity play in your day-to-day life? How would you plan to leverage this skill through your coaching, enriching the experience of your clients?

ABOUT TOM CUTHBERT

Tom Cuthbert, a seasoned executive with a 35-year career in business, currently serves as a Vistage Master Chair and Best Practice Chair in San Antonio. His notable achievements include successfully building, buying, and selling businesses across various industries, with his recent company, Adometry, being acquired by Google. His long and successful career has left him with the expertise to lead multiple Vistage groups made up of over 120 CEOs and business leaders.

SECTION SUMMARY

“Having a goal-setting process and modeling this for our members allows me to fulfill my mission: Help leaders see what they cannot to achieve more than they imagined possible.”

The Goal-Setting Process

1. Reflections Document: The process begins with a reflections document where individuals assess wins, losses, hits, and misses from the past year, both personally and professionally.
2. Goal Worksheet: The goal worksheet includes five elements: vision, mission, lenses, core values, and three high-impact activities. These elements provide clarity on where one is heading, how to get there, guiding principles, fundamental values, and key impactful activities.

How to Effectively Teach Goal-Setting:

• Visibility: Goals are made visible to others, creating accountability. Members share their goals in one-to-one conversations, group meetings, and accountability teams.
• Accountability: An environment of accountability is created within the community. Members hold each other accountable for their commitments and celebrate both wins and do-overs.
• Dollar Value Impact: For business goals, a dollar value impact is assigned, helping to stay focused and achieve more than imagined.
• Trajectory Over Achievement: Emphasizes that trajectory (continuous improvement) is more important than achieving goals. Progress over time is key.

Member Success Story

Tom shares a success story of a member named Michael who initially joined Vistage to build leadership skills. Through serious goal setting, he scaled up his life and work, replaced himself as CEO of a family business and started multiple successful companies.

Hidden Benefits of Effective Goal-Setting:

1. Fulfilling Mission: The goal-setting process allows Tom to fulfill his mission of helping leaders achieve more than they imagined by spending over a thousand hours annually in one-to-one conversations with CEOs.
2. Time Management: Helps guard time and use it wisely, applying the flywheel concept to deliver excellence in his Vistage practice.

Reflection Exercise/Take Action

Go through the steps of Tom’s goal-setting process– Including completing your own Reflections Document & Goal Worksheet.

ABOUT CHRIS and ANA QUINN

Chris Quinn has a background as a seasoned executive leading a large public company, as well as a wealth of entrepreneurship experience in successfully launching and growing businesses. As a leader of multiple Vistage groups, his expert guidance has propelled members to achieve a business growth rate 300% faster than the industry average, establishing an indispensable platform for leaders in the Raleigh-Durham region to elevate their effectiveness and attain transformative success.

Renowned for spearheading successful partnerships in healthcare and consumer products, Ana Quinn co-founded a groundbreaking business, Imprint Talent Readiness, with her husband, Chris. Her extensive career spans senior roles in major companies like Baxter, P&G, Pfizer, Duke University, and Burger King; and includes co-founding an award-winning executive leadership program for physicians, ultimately acquired by a top-tier academic institution. Ana currently serves as a Vistage Chair based in Raleigh, North Carolina.

SECTION SUMMARY

“Listen, actively, not with an agenda, not with judgment. Listen to be genuine and to understand.”

In this module, Chris and Ana Quinn provide insights into effective active listening and feedback processes, emphasizing the importance of self-awareness, peer insights, and accountability in personal and professional growth. Here are some of the takeaways:

Active Listening: Active listening means being present, focused, and open to unintended outcomes.It is important because it validates the coaching client, shows respect and uncovers underlying issues.

L.U.V.: An easy way to improve your listening skills is to apply the “LUV” acronym: Listen, Understand, and Validate while speaking with a client.

Giving Feedback:

1. Types of Feedback: Developmental feedback is based on your personal skills, whereas performance feedback is based on the actual outcomes or results.
2. How to Give Feedback: First, ask for permission, then describe specific behaviors, highlight the impact, ask for the individual’s perspective, and finally, obtain an action promise.
3. Avoiding Providing Answers: Members find answers through self-awareness and the peer group, while the coach facilitates learning.
4. Accountability: Group accountability fosters behavior change through action promises and updates.

Reflection Exercise/Take Action

Next time you find yourself in a conversation, try implementing the “LUV” acronym to assess your active listening skills. Next time you give feedback, put Chris’ method to the test (Ask permission, describe behavior, highlight the impact, ask for perspective, obtain action promise).

ABOUT CAROL STEINBERG

With a career marked by leading teams through entrepreneurial growth and digital transformation in competitive industries, Carol Steinberg currently serves as a Vistage Chair overseeing 8 groups and providing leadership consulting through various roles. Recognized for achievements like Chair Excellence and Top Chair designation, she works with individuals committed to personal and business growth, leveraging her expertise in Vistage, Predictive Index, Pinnacle Business Systems, Working Genius, and Leadership/Strategy Consulting.

SECTION SUMMARY

“What I love about being a Chair is that it is a dynamic art that requires passion, pivoting, and what I like to call ‘Confident Flexibility’.”

In this module, Carol Steinburg provides a comprehensive overview of the distinctions between one-to-one and group coaching, emphasizing the value each brings to the coaching experience.

The Differences Between 1:1 and Group Coaching

1:1 Coaching

Individual coaching sessions are confidential and highly personalized. There is typically a depth of trust and familiarity in these sessions, aided by knowledge of the member’s personal life, values, and operating environment. Open-ended questions play a pivotal role in exploring individual goals, challenges, and aspirations.

Group Coaching

In group coaching sessions, the Coach acts as the facilitator, ensuring clarity of scenarios, raising member questions, and encouraging diverse perspectives. The group dynamic must be supportive and based on values of trust, accountability, and vulnerability.

Situations Fit for Group Issue Processing:

1. Complex Business Issues:The collective wisdom of the group can provide valuable insights, solutions, and strategic approaches. Members can evaluate pros and cons, identify potential risks, and offer diverse perspectives on addressing complex business issues.
2. Major Business Transitions: Group members, having experienced similar transitions, can offer insights, share experiences, and provide valuable recommendations. The group dynamic can help in mitigating risks associated with transitions and identifying best practices for navigating through changes.
3. Discussing Best Practices: Members can benefit from learning about successful strategies, innovative approaches, and best practices in various areas of business. Which in turn can contribute to the growth and development of the entire group.

Reflection Exercise/Take Action

In your past leadership roles, how have you leveraged both one-to-one and group processing to create a well-rounded and effective leadership development strategy? How can you continue or improve upon these methods as an executive coach?

ABOUT BRENDA LAWRENCE

Brenda Lawrence is a seasoned leader with 20 years of experience in team management, program initiatives, and sharing business expertise across diverse industries. As a Vistage Chair and former CEO of LFG-Technologies, LLC, a global management consulting and technology firm specializing in developing high-performing and inclusive leaders, Brenda excels in helping leaders achieve both professional and personal goals, supported by her impressive background working in Fortune 500 organizations and leading multi-million dollar budgets.

SECTION SUMMARY

“Credibility isn’t merely a component of coaching, it is the bedrock. It’s a silent promise that lays the foundation for trust, openness, and transformation.”

In this module, Brenda discusses practical strategies and insights on building credibility and influence as an executive coach. Here is what she covers:

The Importance of Credibility: Credibility is the silent promise that fosters deep understanding and belief between the coach and the client. Without credibility, the coaching relationship may lack depth and resonance.

Ways to Build Credibility:

1. Demonstrating Expertise through a Service Mindset: Developing a service mindset starts with being rooted in your guiding principles. The coach’s role is being fully present and utilizing their years of experience as a beacon of guidance.
2. Active Listening and Empathetic Connection: Listening is much more important than talking in coaching. It is often helpful to repeat the client’s words back to them to foster understanding and connection.
3. Supporting Self-Discovery: A coach must shift from being an answer-provider to an enabler– Encouraging the client to discover the answers on their own.
4. Continuous Learning for Tailored Efficiency and Confidence: It is important to stay current with leadership trends. This might include creating tailored approaches using frameworks like ACOA (Agenda, Check-in, Obstacles, Options, Action) or exploring resources offered by platforms like ChairWorld, the International Coaching Federation and the Institute of Coaching.

Ways to Find Coaching Opportunities

Finding coaching opportunities is a journey paved with exploration and connections. Strategies include networking with purpose, building through warm introductions, showcasing skills through service, and utilizing social media and online platforms. These opportunities should be viewed not just as business development but as a path filled with discovery, purpose, and profound impact.

Do You Need Certification to be Effective?

A coaching certification as a visible sign of dedication to the craft. However, the true essence of an effective coach goes beyond certification, focusing on the commitment to continuous improvement, the art of coaching, and the human connection.

The Unique Value of Vistage Chairs

Vistage Chairs have a distinct role in the world of leadership, as they are presented as more than a position. The role is a calling, with a focus on continuous improvement and genuine connections.

Reflection Exercise/Take Action:

Create an action plan: In what ways will you commit to “Networking with Purpose” in the next 6 months, expanding both your professional network and credibility?

ABOUT JOHN DAME

John Dame has dedicated 32 years to radio broadcasting before evolving into a renowned business strategist, executive coach, and author. Now, as a Vistage Chair, he has proudly conducted well over 600 CEO one-on-one meetings, specializing in executive team coaching and strategic planning. More notable achievements include founding the Evolution Leadership Conference, exploring purpose-driven leadership, and offering insights in his book, “Fast Track Strategic Planning.”

SECTION SUMMARY

“Your values shape who you are, and they can be a powerful magnet to draw clients towards you.”

John Dame offers insights into building an executive coaching practice centered on staying true to your coaching niche and values:

Identifying Potential Clients: Begin by identifying individuals within your existing network who resonate with your coaching niche. Focus on understanding their needs rather than selling yourself as a coach.

Showcasing Personal Values: Openly share your values through various content mediums like videos, social media posts, or articles. Values like trust, candor, accountability, and service are crucial to highlight.

Consistent Content Creation: Create regular content that reflects your expertise and values. Weekly video series or social media posts help showcase your authenticity and expertise.

Engaging Authentically: Respond genuinely to comments and messages, fostering meaningful connections with your audience. Offer free resources that demonstrate your expertise and values.

Leveraging Referrals and Word of Mouth: Exceptional service to initial clients can lead to valuable referrals, expanding your client base and solidifying your reputation as a values-driven coach.

Reflection Exercise/Take Action:

Complete Step 1 of John’s action plan for identifying potential coaching clients: Define your coaching niche and values.

ABOUT IRINA BARANOV

Irina Baranov is an award-winning Vistage Chair, Speaker and Faculty member, as well as a Certified Executive Coach. She shares practical and impactful tools that inspire clarity, confidence and action to help people achieve their business and personal goals. In her 1-on-1 coaching work, as well as with groups and audiences around the world, she helps create lasting change through self-awareness, connection and experiential learning. Her advice has been featured on CBS, NBC and ABC, as well as in numerous print and online publications.

SECTION SUMMARY

“How do you figure out which path is right for you? I think the question to ask is: ‘Where are you going to do your best growing, your best learning, and have the kind of impact that you want to have on the world?’”

In this module, Irina discusses different career paths that executive coaches can take, using her own professional journey to provide context for each option.

Paths in Executive Coaching:

1. Internal Coach for a Company: Internal coaches are typically salaried employees who dedicate their time to coaching individuals at various levels within the organization. They are an integral part of the company’s structure and contribute to the overall development of its workforce.
2. Private Practice: Private practice coaches operate independently, offering coaching services to clients either in-person or remotely (e.g., over Zoom). They are responsible for managing all aspects of their practice, from marketing to client acquisition and business administration.
3. Coaching Community or Group Practice: Coaches in a community or group practice may still have their individual clients, but they also benefit from being part of a collaborative environment. They might share resources, insights, and support with other coaches within the community. Vistage Worldwide is the largest, most widely-known example of this.

Irina’s Vistage Experience

Irina describes the clarity and excitement she felt about joining Vistage, highlighting the community and the role of a Vistage Chair. Vistage is a scalable career path, accommodating different preferences for group sizes and workloads. She describes it as an exceptional community, filled with smart, loving, and challenging individuals that encourage continuous learning, growth, and push each other to become better. Irina finds her work with Vistage members and colleagues to be the most fulfilling and interesting of her career.

Reflection Exercise/Take Action:

Reflect on the 3 different paths that Irina listed and the pros and cons of each one. Which one resonates with you the most? Are there any that you’d prefer to avoid?