MANAGING RESISTANCE IN EXECUTIVE COACHING CLIENTS

The Executive Vice President of a large corporation in Los Angeles contacted me seeking assistance with a valuable staff member who was exhibiting an aggressive edge that was causing tension at their workplace.



According to the information I was given, this employee had no idea that her colleagues felt she was addressing them with a defensive attitude and unpleasant inappropriate/angry comments.



It has been my experience that in working with this type of referral, the identified client must be handled sensitively with discretion and honesty when explaining why he or she is being directed to Executive Coaching by his/her employer.



Clients in this category are generally resistant to change and tend to perceive their referral to Executive Coaching with a degree of suspicion. I cannot stress enough the importance of honesty in explaining to the referred client that Executive Coaching is not psychotherapy or counseling. Rather it is an individual tutoring program based on the client’s personal scores that are a result of an assessment that is given at the beginning of the Program. This assessment measures the areas in which each person can improve interactions, measure performance in stress management and communication, increase emotional intelligence (EQ), and address anger management, as well as assess the client’s motivation to make changes in his/her life.



Further explanation to the program emphasizes that this is a one-to-one session, all information remains confidential; and, no one from his/her workplace can access information regarding their progress. This information will reduce tension on the client’s part and assure his/her attendance at the first session and subsequent sessions. I provide flexible hours to accommodate obligations and anonymity. Sessions are by appointment only.



It is a mistake for the referring party to mislead their employee into thinking that Executive Coaching is for those people who have job skills, but need help with business etiquette. Executive Coaching does not address etiquette and I do not profess to be “Emily Post.”



This program is also available as an in-service seminar and workplace presentation, which will provide tools and skills that address working with individuals when disruptive interactions are occurring. We use the internationally acclaimed Anderson & Anderson curriculum in anger management and executive coaching.



Karen Golob, CAMF, CH

Anger Management Services

Beverly Hills, CA

www.anger411.com

Email: info@anger411.com