Conclusions
I suspect that many senior administrators, like Sam, are aware of their shortcomings and their areas of incompetence. What’s “news” to them are the many ways in which the strengths on which they have long relied are also sources of their problems and pitfalls. These insights are not simple “oh, that’s what happens.” Rather, they tend to come from long, reflective deliberations and the analysis of many specific problems—in an ongoing executive coaching process. This is where executive coaching can benefit most from a linkage to 360 Degree feedback processes and where the future of executive coaching might look particularly bright.
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Reference
William Bergquist and Agnes Mura (2011) Coachbook: A Guide to Organizational Coaching Strategies & Practices. Available from amazon.com and Kindle.
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