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Here's how to do business coaching the right way

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It’s well known that social media alters brain chemistry. This distorts reality and confuses the framework for understanding concepts.

Business coaching as a concept has been distorted by life coaches on social media, especially LinkedIn. recognized as art.

To be fair, the importance of intrinsic motivation in complex, lifelong endeavors such as careers is undisputed. Science is overwhelming. In complex activities, intrinsic motivation trumps all forms of extrinsic reward in the long run. However, intrinsic motivation is not the same as motivational exercises. More importantly, business coaching largely involves building specific skills, competencies, and behaviors to achieve defined business goals. Intrinsic motivation cannot replace lack of goals or abilities.

Understanding business coaching in action begins with these three insights: First, business coaching is similar to sports coaching. Intrinsic motivation is important, but it must be channeled towards desired outcomes. Second, coaching is not an independent HR-driven activity, but an integral part of the strategy, planning and governance process.

Third, somewhat contrary to the first, business is a touchy subject. Unlike problem types (such as chess), business rules are not always well defined. Business coaching must enable potential leaders to thrive in such a dynamic environment.

Once these three insights are internalized, business coaching can be leveraged in five steps. The first step is adjusting your strategy. Define what “win” means within a manageable period of time, say three years. reality, but it defines the general direction.

The second step is important: Define a winning future organization (for example, what would your organization look like if your goal was to double your revenue in three years?). should be done in four dimensions: Organizational design (the key components of the organization, whether functional or business units) Organizational structure (key roles) Processes and competencies needed How will this future organization benchmark against current standards? When done, gaps are revealed and ways forward are revealed.

The third step is to identify coaching candidates. Benchmarking in Step 2 should identify which leaders fit into the future organization. Some of the fit (and external hires to fill the gap) already have potential and need support. Both types benefit from her business coaching in different ways. The first is honed and the second is learning first and then practicing the necessary skills.

The fourth step is to create a customized coaching agenda for the identified candidates. This is a detailed exercise listing the specific skills and behaviors that need to be developed, how they need to be mastered, and what metrics to measure by when. The final step is implementing the coaching agenda. This is where the unglamorous hard work is done, often with the direct intervention of coaches over several years.

Two questions remain: Who is the ideal coach? The ideal business coach is a former business leader who has faced similar challenges and achieved similar business goals. Whether she is in-house or out-of-house depends on the bandwidth and degree of in-house complexity.

One thing is certain, she is neither a motivational speaker nor a life coach.

Abhisek Mukherjee is the co-founder and director of Auctus Advisors.

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