Because organizations are increasingly focusing on early talent development to attract and retain young talent, it’s important to understand the best way to accelerate their growth as leaders. Research explores how executives in their 30s differ from older executives when receiving the specialized attention of executive coaching.
A study of 72 executive-coaching engagements found that executives in their 30s had lower ratings on self-reflection, and their level of change was less dramatic than that of executives in their 40s and 50s. It also found that the younger executives tended to respond to concrete recommendations and specific rules or guidelines to follow, but often did not show interest in understandingthey did the things they did.
In coaching, while Eric focused on learning ways to motivate the talent on his team, he didn’t address deeper issues, like his perfectionism, that could hold him back in the long run.Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Coaching. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies., Ph.D.
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