MANAGEMENT concerns before the final decision to hire is made , experts say . Having open conversations about the reason for bringing someone in and goals for growth is essential for getting the most out of the relationship and achieving the intended goals .
“ There are some instances where one generation may not be open to any kind of outside feedback , and you might have the next generation completely open ,” Premo says . “ Unless you have everyone on board to at least have the conversation , it ’ s going to be very difficult to make any productive changes .”
“ The challenges today are a lot more difficult than my generation or the current patriachs ’ s generation . These large family businesses , they ’ re more and more complex .”
First , she had to persuade her parents . After running a vineyard themselves for years , they were reluctant to let someone else into the new operation . But bringing in the adult children as partners and building a company together from the ground up required new skills and communication tactics . “ We realized there were some challenges and questions we couldn ’ t answer ,” Araujo Bézian says .
KURT GLASSMAN Founding partner , LeadershipOne
By broaching the topic with her parents , Araujo Bézian took what coaches say is a crucial , but sometimes difficult , first step . For many , the concept of “ all in the family ” extends to issues and management woes . Older generations can be hesitant to let an outsider in . Accepting that styles or norms need to change as a company evolves and grows can be difficult .
A successful coaching experience starts with addressing those internal
Finding the right fit
While committing to a coach might be an early hurdle for some businesses , finding a good fit for your company can also be a challenge . Approach , style and relevant experience are important factors . Bringing in someone who rubs you or your family members the wrong way — or who lacks understanding of your business ’ s individual needs — won ’ t do anyone good . One of the first and biggest challenges can be assessing a coach ’ s qualifications .
As demand increases , the coaching industry is booming . More than 17,500 coach practitioners were at work in North America as of 2016 , according to the International Coach Federation study . The industry lacks regulation and standard certifications , Lang and others warn , so experience and training can vary .
Some coaches , such as Lang , have Ph . D . s in organizational psychology that required years of education and hundreds of hours of supervised practice . Others take a 10-hour course or bring decades of their own experience in the CEO chair to the job . Some simply hang a shingle and declare themselves a coaching guru , with little or no training or expertise .
Beyond qualifications , approach and style run the spectrum . Some coaches immerse themselves in a company culture , while others offer checkins via phone or videoconferencing . An executive might be looking for someone to fill more of a mediator-
50 comstocksmag . com | October 2020