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Option Ultrasound Directors This area is for Pregnancy Resource Centers wanting to get started in the OUP program or needing information pertinent to the program.

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Coaching the Executive Director

Most board members would agree that evaluation of the Executive Director is one of the most important, yet most difficult responsibilities of serving on the board. One way to make this experience much more enjoyable and more productive is for the board to assume the role of a coach, rather than a judge.

Larry Bossidy and Ram Charan in their book titled “ Execution: The Discipline of Getting Things Done,” say “Good leaders regard every encounter as an opportunity to coach.” They continue by saying, “The most effective way to coach is to observe a person in action and then provide specific useful feedback. The feedback should point out examples of behavior and performance that are good or that need to be changed.”

Executive Directors are hired because of a skill set commensurate with the duties. However, the job of being an Executive Director of a PRC requires many skills that the E.D. may not yet have. Boards who understand their leadership role will observe the ED in the work environment and seek opportunities to provide constructive feedback. As the ED learns that this feedback is not motivated by a desire to criticize but to build skills, learning and growth takes place. This is coaching!

Dr. Anita Schamber of World Vision says that coaching is; based upon a relationship, is about unlocking potential, is a powerful personal transformational tool, and creates a culture of a motivated and empowered staff. Additionally, she says that coaches must always remember that coaching is about the coached- their goals, learning, and growth. It is about learning- rather than teaching. And it is about the entire person, not just their work. Caring, prayerful board members remember these points and seek to build up the ED through the coaching process.

Dr. Schamber also provides a simple model for the board to use as it begins the coaching process. It is called the GROW model of coaching.

Goal – What do you want to achieve?
Reality – What is the current situation?
Options – What choices do you have to do things differently? Which choice is best?
Wrap up – What will you do? By when?

Boards should consider their role as that of a coach. They are not playing the game, nor are they a spectator in the stands. They stand on the sidelines and direct the action. When this process is followed evaluation becomes a much easier and pleasant task, because you have been working together to build one another up all year long.


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