James Prochaska and Carlo DiClemente (University of Rhode Island) developed a Stages of Change Model that for 30 years has helped therapists and counsellors work effectively with clients with addiction. Here are the six stages:

1. Precontemplation (not yet acknowledging a need for changed behavior)
2. Contemplation (acknowledging the need but not yet willing to proceed with the change)
3. Preparation/Determination (ready to make the change and gearing up for it)
4. Action (engaging in the new behavior)
5. Maintanence (sustaining the new behavior over the long term, hopefully permanently)
6. Relapse (returning to the old ways)

What intrigues me here, in the context of executive coaching, are Stages 1 & 2.

Obviously, no successful growth to more effective leadership behaviors will happen if the individual doesn’t:

• see a problem with how he or she is operating currently, or
• have a genuine desire to become better as a manager.

Coaching is an investment made mostly in current relatively senior managers or individuals identified as high potential future leaders. So, as you look at potential candidates in which to invest your limited development resources, the first question is to clarify is to what extent they are at the Precontemplation or Contemplation stages.

If not, here are several ways to move them through to stage 3:

• Express your belief that they have potential to rise to a senior leadership role in the organization (This is by no means a promise. You are just informing them of your perception of them.)
• Administer a 360º feedback process for them, to give them a reality check on how they are currently being experienced by others.
• Challenge them as to what are their own goals and aspirations for their career.
• And, for less-than-acceptable performers, give them clear, tough feedback about their current poor performance and the consequences if they don’t turn this around.

These strategies will raise the individual’s conscious awareness that there is a problem or an untapped potential. The final step before you decide to invest in him or her is to solicit to what extent he/she is willing to do the tough personal and professional developmental work in order to make a shift to greater effectiveness.

Absent that genuine willingness, don’t waste you money on coaching.