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March 27, 2013 / Ask Mariposa / Coaching Skills / HR / Talent Management

Ask Mariposa: Coaching vs. Therapy

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David asks: What’s the difference between coaching and therapy? 

 

Edie Heilman, Executive Leadership Coach,  responds:

This question comes up quite often because coaching and psychotherapy are both approaches to the challenges of life and work.  However the purpose and approaches are different.

Psychotherapy deals primarily with a person’s current or past difficulties to enable healing and resolve old pain.  The therapist is licensed, knowledgeable about psychological theories and is the expert in the relationship.  The therapist diagnoses then provides expertise to help improve the patient’s well-being. The process is often open-ended.

Coaching is forward looking with a focus on the client’s effectiveness and impact in their life, or their organization – as in with executive leadership coaching. Together the client and coach explore new ways of thinking, acting and solving problems.  The process includes assessment, feedback, goal setting and practice.  The coach provides tools and guidance to help the client self-observe, try new perspectives and behaviors and make choices that help them achieve their desired outcomes. A typical coaching engagement lasts six months with specific executive development objectives.

Patrick Williams says “therapy is about recovering and uncovering while coaching is about discovering”.

 

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March 12, 2013 / Ask Mariposa / HR / Talent Management

Ask Mariposa: Developing Executive Presence

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Susan asks: I’ve been told I need to develop “executive presence”.  What does that really mean and how do I go about it?

Edie Heilman, Executive Leadership Coach responded:

Quite often the missing piece in successful leadership is the nebulous “executive presence”.  A very bright person with impressive technical accomplishments can often get stalled professionally if there’s the perception that s/he isn’t looking or sounding like other leaders at the company.

A great place to start is to look at the leadership team and those who are advancing and ask yourself “what differentiates them besides their work record?”  Most successful business people have strong social intelligence skills.  These skills include self-confidence, great communications skills, the ability to read others and empathy.  Even these days, there can also be expectations about attire.  Once you get clear about the leader profile at your company, you can determine how to further develop your own authentic “presence.” Engage your boss (or whomever gave you the feedback) in the process by telling them about the specific things you are trying and ask for on-going observations. Experiment, get feedback, try again!

To learn more, explore Daniel Goleman’s writings, like the classic HBR article “Social Intelligence Biology”.  I also recommend Executive Presence by Harrison Monarth.

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