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I’ve kept the same cell phone number for the past 7-8 years. I’ve lived in NYC, NC and now Florida and in all that time, I’ve never changed phone numbers. Nor will I. Sure, it’s inconvenient for my mom who lives across town to have to dial a NYC phone to get me and I’m only a few miles away, but for me it’s worth it.

I have clients that still call me periodically for coaching that used this cell phone years ago. They like knowing that I’m just a call away if they need me. Several of these clients would probably have names that you might recognize, and don’t use a coach on a regular basis, but if the need arises, they know I’m there.

I’ve spent a large part of my career working with and for celebrities. Whether I marketing for them, do PR for them or consult and coaching with the them, I’ve made a part of my career working in that market. As a result, I’ve gotten to know many agents, publicists and Event Planners.

I also coach individuals in business. Right now, it seems that a large bulk of my clients are in new jobs, businesses or about to make a transition. I don’t work by contract, only on an as needed basis. Some of my clients show up every week. Others are clients that are only once a month. I’m flexible because my clients are busy. So am I, and I’m fine with them rescheduling with me a day in advance.

I started coaching this way because the high profile clients that I served couldn’t meet on a regular basis. They were traveling or unavailable at normal business times so I made allowances for them. As my business and experience grew, I found that working with high profile types was going to be different than a traditional client that may be.

I work on a project basis with many of these high profile types. Some of them are high level executives, besides celebrities and I’m there as a personal consultant that they call upon for many different issues. Most of them found me through the communication coaching that I provide and we’ve kept the relationship going through the years. Whenever they call I merely write it down and keep a log. I usually bill once a month. On projects, I’ll estimate a cost for the project and always try to come in under the estimate.

I have clients that will fly in for the day and for that, my fees are a bit higher than on the phone. It’s a concentrated coaching session that can deal with family issues to creating a work out schedule or recreating a brand or speech. We’ve discovered projects to create that they can market and we’ve written the outline of books.

I noticed right up front that celebrities are keenly aware that people try to make a buck off of them so I actually charge them less in some cases. Regardless, overestimating the bill is the way to go, and they always appreciate the financial break. I learned this early on when I had a repeat customer and I sent a bill that she questioned. She didn’t feel that I had put in that much time with her so I told her that I had struggled with the bill myself because the project was so “off and on”. So, I told her to rip up my invoice and to pay me what she thought she should. I got a nice check in the mail that was just a little bit less than I had originally charged and it had a nice note attached. It was definitely the right decision because I’ve continued to coach this person here and there over the last many years.

Coaching high profile types are a great gig if you can get it. But don’t make the mistake of holding to your exact requirements or you might lose a client in the process. The ones that I know appreciate my willingness to be flexible with my schedule and to reschedule if something else comes up. I’m fair with the money and I always try to deliver more than promised.

I love the coaching people who are successful, energetic and ambitious. They never refuse a challenge and they’re always up for new ideas. They appreciate others who are hard working like them.

That is why I keep my cell phone number the same. Being available to these people is the name of the game.

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When you hear the word “coach”, what comes first into your mind? Do you picture a basketball team with a man/woman shouting out directions? Or perhaps a football team with a man/woman pacing to and fro and calling out the names of the players?

Coaching is no longer reserved to sports teams; it is now one of the important concepts in leadership and management. Why is coaching popular?

Training levels the playing field.

Training is one of the six emotional leadership styles proposed by Daniel Goleman. Moreover, it is a behavior or role that leaders enforce in the context of situational leadership. As a leadership style, coaching is used when the members of a collect or team are competent and motivated, but do not have an idea of the long-term goals of an organization. This involves two levels of training: team and individual. Team training makes members take action together. In a assemble of individuals, not everyone may have nor share the same level of competence and commitment to a goal. A assemble may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can cause friction among the members. The coaching leader helps the members level their expectations. Also, the coaching leader manages differing perspectives so that the common goal succeeds over individual goals and interests. In a big organization, leaders need to align the staffs’ special values and goals with that of the organization so that long-term directions can be pursued.

Coaching builds up confidence and competence.

Individual coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during familiar feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may working out more training behavior for the less-experienced members. Usually, this happens in the case of new staffs. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of training, directing, and supporting roles to favor delegating as competence and confidence increase.

Training promotes personal and team excellence.

Excellence is a product of habitual good practice. The regularity of meetings and constructive feedback is important in establishing habits. Members catch the habit of constantly assessing themselves for their strengths and areas for improvement that they themselves perceive what knowledge, skills, and attitudes they need to acquire to attain team goals. In the process, they attain individually excellence as well. An example is in the case of a musical orchestra: each member plays a different instrument. In order to achieve harmony of music from the different instrument, members will polish their part in the piece, aside from practicing as an ensemble. Consequently, they improve individually as an instrument player.

Coaching develops high commitment to regular goals.

A training leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of special goals with organizational or team goals, individual interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals can help sustain the increased motivation and commitment to common goals of the members.

Training produces valuable leaders.

Leadership by example is serious in coaching. A training leader loses credibility when he/she cannot practice what he/she preaches. This means that a coaching leader should be well organized, highly competent is his/her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. By vicarious and purposive learning, members catch the same good practices and attitudes from the training leader, turning them into training leaders themselves. If a member experiences good training, he/she is most likely to do the same things when entrusted with formal leadership roles.

Some words of caution though: training is just one of the styles of leadership. It can be done in combination with the other five emotional leadership styles depending on the profile of the emerging team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of training: special and team. Your members expect you to be the closing one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that training entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are training members, you are also developing future coaches as well.

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