I’ve had the opportunity recently to start coaching some new clients I would call very strong and outgoing people. Despite their dissimilar backgrounds, diverse occupations, and geographic distance, they were a lot alike. Old school sales leaders would call them FIREBALLS or “natural born leaders.” Organizational psychologists would call them “Type A” personalities. Organizational behavioralists would call them Alpha’s.
No matter how you classify them, they are not people to be ignored. My new clients are:
- public decision makers (“I announced what we were doing.”)
- unshakable in their confidence (“This is the best way to proceed. Anything else is flawed.”)
- domineering over their opposition (“They need to get with it or get out.”)
- as demanding with others as they are with themselves (“It’s worth doing better than right.”)
In short, they are not people who want to have casual conversations about coaching. Their time is more valuable than that.
My new clients are prototypical leaders. Unfortunately, their confidence in their decision making can become the source of their problems. One way to describe this is by saying that their habits of success have created their blind spots. They are successful, they are the cause of their success, and their future depends on them doing the same things over and over again. Because they are strong-willed and confident people, they don’t want to hear that they are wrong. It’s at this point, when their life and business is trouble filled, everyone knows it, and they have an epiphany that things are not working right. Of course, a coach should be able to help them. While I’m sure you have some thoughts on what this can mean, let me suggest three possibilities.
Problems start to show up in their personal lives that aren’t apparent at business. In their business life, they can roll over problems. Confusion is your fault; not theirs. It’s not their job to understand their direct reports; it’s the underlings’ job to understand them. The job of their personal assistant is to help you understand what they meant. At home, however, the story is often different. The alpha is willing to complain about not being understood, laments that “my spouse has changed,” or is having escalating fights with the children. Interestingly, alpha’s have difficulty seeing themselves as the cause of their problem. Equally interesting, their typical control methods don’t work.
These alpha personalities will seek a coach to help them understand what’s going on. The client feels that if they have understanding of “a” particular situation then “all” situations will be open to new understanding. The client is asking the coach to help them shift their paradigm while being fundamentally blind to the paradigm. When the alpha finally discovers that understanding is not of an external situation but of their internal psyche, then their world will hold no ceilings.
Somebody stronger comes along. That somebody may be a new CEO or member on the Board of Directors. It may be somebody in a different company who has a parallel position and does things completely different from the alpha. It may be a new hire who seems to be operating at peak efficiency but not like the alpha. In any case, the strong leader has an indisputable conclusion that something needs to change—even if she is not sure what.
These alpha personalities often think they want a coach to help them plan different strategies. In most of these situations, the success of the coaching encounter is often transitory. The alpha is like the gunslinger in the old west—likely to die with their boots on. They don’t get new understanding or enlightenment. They get to create a nuance of what they have always done and long term success is illusory.
The job gets too big. As any successful entrepreneur will tell you, if you are doing it right, eventually you will have to do it differently. An unwillingness to change will make you into an historic artifact. These alpha personalities want to discover their role in what they have created.
Often these leaders can find the future role by having the opportunity to explain to a naive third party (the coach) where they are and how they got there. By the way, this is probably the most common situation for coaches. Increasingly, companies are hiring coaches to help their new executives find the right role to play.
Whatever the scenario, it is important for the coach to hold alpha’s as whole; capable of getting past the thoughts, actions, and habits that no longer serve them. Coaching an alpha requires powerful questions that relate to the outcome and desired results. Questions that lead to more introspection are helpful in the discovery of what the alpha can do. Questions that lead the alpha to examine the consequences of her behaviors are often a source of revelation for this type of client.
Powerful people want to be effective. Don’t be afraid of coaching the powerful person; be their advocate in discovering how to work from their strengths to create the results they desire.
As I finish writing this, I realize it’s seldom this simple and straightforward. There are other reasons and ways to work with powerful clients. Part of the reason I love working with Ultimate Coach University is the constant reminder that other opportunities and approaches are out there. Let me know your thoughts and reactions. I love to have you share your ideas with me.