A Q&A with Maryanne Wanca-Thibault, Ph.D.
As we navigate the complexities of today’s global economy, the role of an executive coach becomes critically helpful for those steering their organizations toward success. Executive coaches support highly motivated, achievement-oriented professionals by honing their leadership and high-level skills. Through formal development plans and success metrics, executive coaches prepare leaders for future challenges while minimizing behaviors that could hinder their success.
We asked Maryanne Wanca-Thibault, Ph.D., Partner, Leadership Consulting, to share her insights on executive coaching and how it improves leadership behaviors and organizational outcomes.
Meet Maryanne Wanca-Thibault:
Maryanne is a seasoned Consultant and Advisor with over 30 years of experience in leadership assessment, organizational development, and executive coaching. As a Partner at DHR Leadership Consulting, she helps clients evaluate candidates for executive, C-suite, and board roles. Her expertise spans assessment, organizational analysis, leader development, and succession planning.
Previously, Maryanne was a professor at the University of Colorado for over 15 years and ran a successful consulting practice for another 15 years. She has worked with Fortune 500 companies, family businesses, and nonprofits to create customized learning solutions. Maryanne holds a doctorate in organizational communication from the University of Colorado in Boulder and is a published communication scholar. She also teaches in the MBA and Leadership Programs at Regis University’s School of Business and Economics.
Why do you enjoy executive coaching?
I enjoy working with leaders who want to learn to be better at their work and are excited that their organization values them enough to provide them with a coach. It also allows me to use my skills and experience to help leaders enhance their strengths and potentially change derailing behaviors. The opportunity to work with a variety of organizations and high-level executives is both rewarding and impactful.
When is executive coaching recommended?
Executive coaching can be sought for various scenarios, often to enhance leadership skills, address specific challenges, or prepare for a new role or project. Ultimately, executive coaching serves as a tailored development tool that assists leaders in maximizing their potential and achieving organizational objectives.
What are the benefits of executive coaching?
Organizations seek to retain high-performing individuals and high potentials, and coaching is a strategic step in that direction. Additionally, coaches help identify and address blind spots that affect behavior and performance. Key focus areas include communication, executive presence, personal branding, and perception management. These discussions often reveal discrepancies between self-perception and others’ views, providing valuable opportunities for growth.
Retention, development, and potential for promotion and/or succession are key benefits of executive coaching; however, I can’t underestimate the value of creating better leaders who are more self-aware and in touch with the people they lead.
Self-awareness is a significant outcome of executive coaching. Recognizing the need for change is the first step toward making improvements. By highlighting blind spots and leveraging strengths, leaders can overcome deficiencies and enhance their capabilities.
Is there a particular competency coming to the forefront for leaders where executive coaching can be especially effective?
Emotional intelligence (EQ) is a critical focus area for executive coaching. While IQ is essential for executive roles, EQ often surpasses IQ in importance due to its impact on interactions and self-awareness. Unlike personality traits, which are relatively fixed, EQ can be developed and enhanced through coaching, offering further avenues for personal and professional growth. EQ assesses emotional and social skills, including emotional awareness, empathy, self-regulation, and interpersonal skills. Understanding and managing emotions is critical for executive roles, and I find executives tend to be very interested in learning and improving their EQ scores.
Are executives generally open to or resistant to coaching?
Most individuals are happy to be coached. They look at it as a reward for their hard work. However, that is not always the case. One notable example involves coaching a CEO who was initially very resistant to change, having worked with coaches throughout his career and believing his approach was sufficient as it was. After conducting assessments and interviews with his team and then sharing the feedback with him, the CEO realized he needed to make some changes. We had weekly sessions to address specific behaviors, and the CEO gradually gained the trust of his colleagues by implementing the feedback and strategies we discussed.
Can you share a recent example of your work where a leader particularly excelled?
I recently finished a six-month engagement with a Senior Vice President who moved into a global role in operations. The goal of the coaching was to support a smooth transition into the new role. From the start, this individual decided to use coaching as a learning opportunity and came to the engagement with a positive mindset and willingness to change. Needless to say, he made notable progress. I won’t say all assignments are that simple, but I find that listening and being upfront with a coachee has opened some closed minds to what they stand to gain by learning about themselves and the people they lead.
What is a typical process for executive coaching?
A typical executive coaching engagement lasts at least six months, followed by monthly 30-minute check-ins for another six months. The process usually begins by using 360 interviews and psychometric assessments to understand the executive’s personality and potential areas for development. 360 interviews provide valuable insights from managers, peers, colleagues, and direct reports about the individual’s performance, strengths, and challenges.
From there, the coach and coachee create a customized Individual Development Plan (IDP). This is a living document that speaks to the specific two to three areas they will work to change, the action plan and metrics that will be used, and the timeframe and progress of change. The coachee and coach also define a meeting schedule, which is generally weekly or bi-weekly, to discuss growth and revise the IDP if needed.
I keep in touch with my clients to update progress, and towards the end of the six-month engagement, I meet with the client and the coachee to discuss results and an exit strategy. Staying in touch with coachees is crucial to monitor their progress and maintain a supportive relationship.
Enhancing Individual and Organizational Performance
Executive coaching is a vital tool for organizations aiming to cultivate future-ready leaders capable of steering through complex challenges. It goes beyond merely addressing performance gaps; it fosters a holistic development of emotional intelligence, self-awareness, and leadership acumen. As illustrated by Maryanne’s extensive experience, effective coaching involves a tailored approach with continuous assessment, feedback, and support, leading to tangible improvements in leadership behaviors and organizational outcomes. By investing in executive coaching, organizations not only enhance individual leader performance but also foster a culture of continuous improvement that drives business results and performance.
Propel Leaders Forward
Extraordinary leaders deliver extraordinary results. We help your organization identify leadership needs through assessment and gap analysis, setting a course to build effective leaders through education, stretch goals and assignments, and executive coaching.
We help leaders hone their skills, preparing them for the experiences that will propel them forward while minimizing behaviors that could hold them back.