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Lucille Peeters-Adriaens’ quote is a great place to complete and summa-
rize: “Creating a coaching culture is only possible with full commitment of
the executive team and both bottom-up and top-down initiatives.”
We look for ward to conducting a similar survey in the future so that we
can compare this survey’s results and help define how coaching is changing.
Our objective is to anticipate trends and provide direct and clear analysis
from the data that we receive. If you would like to participate in such future
surveys, please e-mail [email protected], and we will put you on the
list offuture survey respondents. We wish to thank the many hundreds who
participated in the quantitative and qualitative responses that made the cur-
rent survey successful. And here are a few final thoughts from some of those
participants.
The higher one gets on the echelon climb, the lonelier is the journey. A coach-
ing hand is a welcomed rope to ease the challenge for secured footing.
—Sharifah Maria Alfah, MIHRM
One of the most critical competencies is for today’s organizational leaders to
value the people relationships to accomplish the task. Many managers are so
task-focused, they are blinded to the greatest tool at their disposal: the people.
My suggestion to any manager seeking to become a great leader is to cultivate
the people relationships with those you lead. If you do this, you will not have
to do the tasks; your people will be glad to take on those responsibilities.
—Tony Preston, Lake Community Action Agency
The value of executive coaching is revealed when trust develops between the
coach and the coachee, allowing the executive a place for honest, direct feed-
back that doesn’t compromise the integrity of his or her position. When it’s
“ lonely at the top,” a coach becomes a safe ear for thoughtful analysis without
risking professional reputation or the confidence of the staff.
—Susan O’Leary, Chanticleer Foundation
Coaching is an Ar t and a Science. However, in my work I find that it’s more
about the ar t. Each relationship requires the ability to adapt to individual
needs and learning styles, as well as grasping the motivation underlying the
perceived need to change.
—Jerome J. Behne Sr., The Behne Group