Excellent Executive Coaching Podcast Summary

Episode: EEC 358: Challenging a Perception Opinion that Coaching & Mentoring Investment Cannot Be Measured
Release Date: November 26, 2024
Host: Dr. Katrina Burrus, PhD, MCC
Guest: Jeremy Earnshaw
Podcast Title: Excellent Executive Coaching: Growing Your Business and Enhancing Your Craft

1. Introduction

In Episode 358 of the Excellent Executive Coaching podcast, host Dr. Katrina Burrus engages in a thought-provoking discussion with Jeremy Earnshaw, a seasoned coach and mentor with over 25 years of C-suite experience. The episode delves into the often-debated topic of measuring the investment in coaching and mentoring, challenging the prevailing perception that such investments are intangible and difficult to quantify.

2. Defining Coaching and Mentoring

Dr. Katrina Burrus begins by seeking clarity on the distinctions between coaching and mentoring to ensure listeners have a foundational understanding.

Jeremy Earnshaw [01:08]: "I see coaching as a series of discussions, particularly around one area or identification of an issue for change. I see mentoring as more to do with applying experience and advisory skills to the general growth of an individual."

Jeremy emphasizes that while both roles aim to facilitate growth, coaching is more issue-specific and discussion-based, whereas mentoring leverages the mentor's experience to guide overall personal and professional development.

3. Jeremy’s Unique Approach

Jeremy distinguishes himself through a blend of academic excellence and practical C-suite experience, targeting aspirational growth within organizations. He highlights the importance of aligning coaching styles with client needs.

Jeremy Earnshaw [02:44]: "My strategy is to blend academic excellence with C-suite experience. Some coaches don't have that, and some people may wish to go down very specific areas, such as life coaching or career coaching. My target audience is specifically around aspirational growth in organizations."

This approach ensures that his coaching not only draws from theory but is also grounded in real-world business challenges and leadership dynamics.

4. Linking Coaching to Organizational Strategy

A significant portion of the discussion focuses on integrating coaching and mentoring with an organization’s strategic objectives. Jeremy argues that without this alignment, it’s challenging to assess the effectiveness of coaching initiatives.

Jeremy Earnshaw [04:10]: "My academic approach focused upon identifying a framework of evaluation... ensuring that at every single stage there is a link back to those strategic objectives of the organization and working out what absolute metrics you are going to look for."

By embedding coaching within the strategic framework, organizations can better measure its impact and ensure it contributes to overarching goals.

5. Evaluating Coaching and Mentoring Programs

Jeremy outlines a structured approach to evaluating coaching programs, emphasizing the need for both direct and indirect metrics.

Jeremy Earnshaw [06:01]: "I'll give you six examples where I think coaching and mentoring can be evaluated. On the more direct side, you would look at individual KPI metrics, organizational metrics, and customer service metrics."

This dual approach ensures a comprehensive assessment, capturing tangible outcomes and broader organizational effects.

6. Quantitative and Qualitative Metrics

The conversation delves into specific metrics and methodologies for evaluation. Jeremy advocates for a combination of surveys, interviews, and 360-degree feedback to gather both quantitative and qualitative data.

Jeremy Earnshaw [06:57]: "From a customer service point of view, you would be looking at metrics such as increase in satisfaction. You would do regular surveys... from a 360-degree feedback perspective."

He also emphasizes the importance of maintaining consistency in data collection to ensure validity.

Jeremy Earnshaw [12:16]: "I think so."

Furthermore, Jeremy discusses his preference for semi-structured interviews over questionnaires, allowing for deeper exploration of responses.

Jeremy Earnshaw [13:17]: "Interviews will take longer, but you have the opportunity in semi-structured interviews to expand upon the original question."

7. Implementing Change and Overcoming Resistance

A critical barrier to effective coaching and mentoring is the inherent resistance to change within individuals and organizations. Jeremy identifies self-awareness as the foundational step towards embracing coaching.

Jeremy Earnshaw [21:06]: "The resistance stems from the fact that you have to accept that change is needed... accepting coaching and mentoring means accepting that you have deficiencies and room to grow."

He underscores that without overcoming this resistance, coaching interventions are less likely to succeed.

8. Cultural Considerations in Coaching

Cultural perceptions of failure and perfection significantly influence the adoption and effectiveness of coaching programs. Jeremy contrasts Swiss and American attitudes towards failure, highlighting the challenges in environments that stigmatize imperfection.

Jeremy Earnshaw [24:43]: "We are not perfect and we should accept support in every other sector and industry... fear of failure is something organizations need to overcome."

This cultural shift is essential for fostering an environment where coaching and mentoring can thrive.

9. Recommendations for Effective Coaching Programs

Jeremy offers actionable insights for organizations looking to implement or refine their coaching programs:

• Start with External Coaches: Begin with a small number of external coaches to establish a consistent philosophy.

  Jeremy Earnshaw [19:26]: "A small number, two to three external coaches working with the same philosophy."

• Develop Internal Coaches: Train a team of 5-10 internal coaches to cascade the coaching culture within the organization.

  Jeremy Earnshaw [19:26]: "Five and ten internal coaches to cascade that approach throughout an organization."

• Use Consistent Coaching Models: Adopt standardized models like the GROW or Oscar models to maintain consistency.

  Jeremy Earnshaw [20:45]: "Introduce people to a set coaching model... consistency is important."

• Ensure Representative Sampling: When conducting evaluations, ensure the sample represents diverse perspectives within the organization.

  Jeremy Earnshaw [14:55]: "No less than 40 to 50 people across any kind of organization in their various teams."

• Maintain Anonymity in Feedback: Protect the identities of participants to encourage honest and constructive feedback.

  Jeremy Earnshaw [15:20]: "All my research was anonymous."

10. Conclusion and Contact Information

As the episode concludes, Jeremy reiterates the importance of contextualizing coaching and mentoring initiatives within organizational objectives and emphasizes thorough upfront planning and evaluation.

Jeremy Earnshaw [26:57]: "My recommendation to anybody seeking coaching and mentoring... spend as much time as possible scoping the engagement and working out upfront why you want to invest and how you are actually going to try and evaluate it."

For listeners interested in further engagement, Jeremy provides his contact information:

• Website: ClarendonCoaching.com
• Podcast: Clarendon Chronicles
• LinkedIn: Jeremy Earnshaw

Final Thoughts

This episode offers valuable insights into the measurable impacts of coaching and mentoring within organizations. Jeremy Earnshaw’s expertise bridges the gap between academic research and practical application, providing listeners with a robust framework for evaluating and enhancing their coaching initiatives.

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