Many executives compromise their careers because they don’t understand how executive coaching can meaningfully accelerate their career satisfaction and income. What’s more, those who hire an executive coach, too often choose the wrong coach for inappropriate reasons. The difference between a standard, mainstream executive coach and an Optimal Thinking coach is huge.
Executive coaching provided by suboptimal thinking coaches does not achieve best practices or best solutions. When the thinking patterns behind the executive’s suboptimal behaviors remain intact, executives fail to meet deadlines, compromise team building, endure unnecessary conflict, control others with tantrums, use passive-aggression as a management tool, or lack organizational commitment. In other words, their best selves are not in charge of their career.
Executive coaching implemented with a solid Optimal Thinking foundation inspires and produces best practices, and provides the stability to maximize focus, executive competencies, and execution. This is why Optimal Thinking is imperative. The Optimal Thinking executive coach consistently asks the best questions to elicit the best responses in order to maximize opportunities, resources, and situations. The executive is empowered to achieve the best alignment of values, purpose and results.
The Optimal Thinking 360 Assessment uncovers the thinking patterns, emotional intelligence, and core motivation that inhibit and encourage the executive’s optimum performance. During executive coaching, the Optimal Thinking executive coach employs the executive’s core motivation to execute the optimum path to achieve the executive’s most important goals.