Thanks to the intervention of the executive coaching, it is proving increasingly more than is very difficult to rigid management, vertical and segmented lead to fruitful results that any company or company seeks. Concepts and management dynamics have changed, you understand now that if a company wants to achieve sustainable growth, it is far more effective to work on the development of the skills and abilities that are required for optimum performance. It is not therefore draw a strict line between failure and success, but stimulate dedicated proactive management of capacity and human talent development. In this sense, you can say that executive coaching came to deal with something that up a while ago not was taken into consideration, but it has now become an essential factor for the success of the companies: business mood, something that may well be considered as an indicator that will directly impact on labour productivity. The basic concept that operation is transmitted through a very simple figure: the company must be conceived as a living body whose functions, its workers, and roles, their actions, are integrated and work together hand in hand. Thus, executive coaching is responsible for working the aspects necessary to grant to the new people response capabilities, as well as new possibilities for action.
Three basic steps in a process of executive coaching. 1) Thing that will make the Executive coach is evaluating the specific needs of the customer and determine what kind of process that’s right for you. The objectives can range from the reinforcement of basic skills to the entrenchment of accountability and commitment to labour. (2) Once completed the assessment and objectives drawn, it starts the process. It is very important to take into account that it’s a learning process, where adaptation is a key word. The greatest challenge of the coach will achieve that participants in the process to adapt positively to actions, Dynamics and exercises that will be proposed to them. (3) Once the design process is well implemented and this has been started, the coach must put in place their most valuable tool: dialogue. Precisely, because of the fundamental role that plays the dialogue in a process of executive coaching, we can say that it is a bilateral process between the coach or coach and the persons involved in the process.