VIM Executive Coaching offers a wide range of business coaching services to those who are just starting in business to senior executives facing the uncertainties of retirement. Is there a “type” we prefer to coach? No. The ideal candidate – truly – is anyone who is mindful in their desire to improve. We all want to be more effective as leaders, managers and people.
The Leader at Twilight
With that last thought in mind, we were not surprised when an executive leader, long past “typical” retirement age came in to our offices inquiring about coaching. Again, we were not at all surprised. In this specific case, the executive (with retirement clearly in sight) told us she had the opportunity to be part of the board for a publicly-traded corporation.
She explained it was in an industry allied to the business in which she was employed. She wanted to make certain her participation was “responsive to all players” and “open to communication.” The board position paid a stipend however, that was not the reason the opportunity intrigued her.
The executive enjoyed a strong reputation within her own organization however; she understood that the board position would require her to serve a broader base. We applauded her for her desire to improve. We can all get complacent and after a while, executives can fall into patterns or pitfalls or fallbacks that hamper decision making.
The best of executive leaders, even those with more experience behind them than experiences “in the future,” can benefit from the opportunity to improve mindfulness.
Times Clearly Change
The concept of “retirement” has clearly changed. Not only have workplaces and technology changed, the idea of work has changed especially with contract workers, remote offices and (thankfully) greater diversity. Not only are older workers more accepted but workers of “other abilities.” This continuing – and far too late in coming, trend also requires a widening of mindfulness and awareness.
Yes, there was clearly a time when “the ideal executive” was easily categorized and pigeon-holed into a certain type, gender, age and any number of expected parameters. It is changing and for the better.
It is hard to predict who the ideal executive leader for an organization might be. In fact, we would defy any established profile. We have encountered highly ineffective executives who checked all the typical boxes, including an idealized age range and enormously effective executive leaders who came from unexpected backgrounds well outside the expected norms. If an older or younger than expected executive leader is successful it truthfully has little to do with age.
In our business coaching practice, we have seen one common denominator that makes for great executive leaders: authenticity.
Is the leader the kind of person who is mindful, authentic and compassionate to everyone in the organization? It is the most important determinate of future achievement.
By the way, having compassion does not mean executive weakness nor vacillation nor lacking in leadership intention. They are statements of a mindful approach and value system. It can be taught, but rarely shared.
An older executive leader should not be any less compassionate or authentic or mindful because they are of a certain age.
To those who do not see retirement as a given number, but rather a step to future opportunity, we wish you a mindful welcome to that is next! For you, the twilight is simply what is next.