Executive Coaching - A Guide For The HR Professional.pdf

112 EXECUTIVE COACHING
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development, businesses have demanded changes in the framework
of executive development programs.
As the premium placed on speed and efficiency increased and time
pressures became more severe, most executives could no longer be
away from the office for such lengthy periods of time. The formal classroom
experience in many executive development programs had to be
reduced drastically. In response to the driving forces behind organizational
change (see Table 1.1), many organizations searched for executive
development alternatives that would be less time-draining and
perhaps even more effective.
New Insights into Adult Learning
Simultaneously, research on maximizing adult learning was consistently
demonstrating that adults learn most effectively when formal
training is accompanied by on-job experiences. The evidence
brought forth from the Center for Creative Leadership showed that
executives learn best when theoretical management concepts are
brought to life through self-initiated, practical experiences encountered
every day on the job.
When action plans were implemented following classroom training,
executives were more likely to transform the lessons learned in
the classroom into useful knowledge and wisdom, which enhanced
their leadership ability.
As coaching has become more widely recognized as a method
for enabling accelerated, personalized learning to take place, it has
been incorporated into the design of many executive development
programs. Participants view their follow-up coaching activities as a
very valuable aspect of the learning experience.
Using Coaching to Increase the Effectiveness
of Executive Development Programs
An effective methodology for combining formal classroom training
with coaching occurs when the coach is an instructor or facilitator
in the classroom portion of the program. When follow-up action