The twelve habits of the toxic executive coach
Created more than a decade ago, the Twelve Habits of the Toxic Mentor and the Twelve Habits of the Toxic Mentee have been quoted in hundreds of publications and training programmes. I’ve thought for a while that it would be useful to have a similar checklist for executive coaches. So here, finally, it is….
The twelve habits of the toxic executive coach
- Get straight down to business – time is money and pleasantries take time. Make them keep strictly to the point – keep the conversation focused and to time. Pack in as many sessions a day as you can, by favouring telephone coaching.
- Tell the client what his or her problem is – with all your experience, of course you know best.
- Make sure they have a SMART goal, right at the start. Then police them to make sure they keep to it and don’t change it.
- Insist they find a solution to every issue they raise. Chide yourself (and/or them) if they don’t.
- Interrupt and talk over them – make them listen when you think your ideas are better than theirs
- Don’t allow much time for reflection – fill the pauses with more questions
- Give their boss or sponsor copies of the session notes
- Spin the assignment out for as many sessions as you can – there’s always an excuse for continuing. (Compete with yourself to see how many hours you can squeeze out from one client.)
- Keep reminding them about your own experience as an executive. Establish who’s most important by developing your skills of patronising.
10. Build a good stock of psychobabble. Don’t worry if you don’t really understand any of it – neither will they!
11. Attend loads of conferences and short courses – maintain the illusion of continuous professional development without the hassle of deep and uncomfortable inner change.
12. Maintain your confidence by telling yourself frequently what a great coach you are.
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