The common challenge of the Coaching process is seeking to change behaviors in Leaders and Executives. In many cases, it is the Leader or the Executive themselves that realize that change is necessary for success. Recognition of this need stems from self-awareness coming from a strong perception of emotional intelligence (EI) (Huck, 2017; Gingac, 2014; Salovey & Mayer, 1990; Goleman, 1990). More often it is not the leader, but the organization that recognises that a leader is worth the investment in a development strategy to support strengths and initiate change in other areas. That is why the Stage 1, as listed below, is the unawareness of need by the Executive or Leader; it is the realization of the need by the organization. Mukherjee (2008) contends that the process has six stages:
Unawareness of need: Discovery, Leader not aware, organization aware.
Contemplation: Awareness, Leader ready to acknowledge need for change.
Preparation: Leader and Coach collect information and design success goals.
Action: Leader believes in change and Coach facilitates the change process.
Maintenance: Challenging for Leader; Coach sustains change in new behaviors.
Relapse: Leader tries to abandon new behaviours, Coach built in self-management system and monitors. (Adapted from Mukherjee, 2009).
A Professional Coach implements concepts of Emotional Intelligence (EI) development, mindfulness in goal setting, observation and dialogue around positive and negative behaviours and the goal of working themselves out of a contract. This is one of the few professions where the success phase culminates in successfully graduating the Executive or Leader and ending the Coaching relationship. ...Dr. Huck...