Home Snap strategy chief steps down Spiegel bullish on Snap rise as lockdowns lift Snap CSO Imran Khan is set to leave the company, a regulatory filing revealed, adding to the list of executives who have left this year and likely worrying investors.Khan, who joined in 2015, will continue in his role for an interim period “to assist with an effective transition of his duties and responsibilities,” the filing stated. It quoted CEO Evan Spiegel as saying Khan had been “a great partner building our business,” while the outgoing CSO said “we have a stellar leadership team in place to guide Snap through the next chapter”.His departure adds to a growing list of Snap exits this year, with CFO Drew Vollero, VP of product Tom Conrad and VP of engineering for monetisation Stuart Bowers all leaving or announcing their departure. Bowers was snapped up by electric vehicle manufacturer Tesla.Media reports state the turnover of executives is making investors nervous, given Snap also recently reported its first ever drop in daily users of its messaging app. The decline was likely due to the popularity of Instagram and a backlask from users over a Snapchat revamp.Snap reported a 44 per cent increase in revenue in its most recent quarter, but has has yet to report a profit since it went public. Subscribe to our daily newsletter Back SnapSnapchat Saleha Riaz Snap eyes AR boost with new smart glasses Related Tags Saleha joined Mobile World Live in October 2014 as a reporter and works across all e-newsletters – creating content, writing blogs and reports as well as conducting feature interviews…More Read more Previous ArticleInterview: Telefonica Germany CTONext ArticlePokemon Go active usage up after update Snap joins chorus of iOS critics Author AddThis Sharing ButtonsShare to LinkedInLinkedInLinkedInShare to TwitterTwitterTwitterShare to FacebookFacebookFacebookShare to MoreAddThisMore 12 SEP 2018
Unlike fields of psychiatry and social work, coaching industry even today remains largely unregulated. Anyone can call oneself an executive coach.Even after 10+ years of executive coaching with 5000+ coaching hours, I am still amazed by how many organizations neglect to ask some of the most crucial and fundamental questions when engaging an executive coach for their leaders.Investment, duration of the coaching engagement and years of coaching experience are all important considerations during the evaluation process, however, the genuine evaluation of a coach’s ability lies much deeper. Below are a few essential factors that separate quality coaches from others.Experience: To effectively support a leader in the role and goals, a coach must have both corporate leadership experience and executive coaching experience. Someone who has spent considerable time in a leadership position will better understand the structure, politics and environment in which the leadership teams operate. With a number of coaching years, a number of leaders coached should also be asked.Knowledge of Psychology provides a coach with a deeper understanding of human behaviour. Drawing on this knowledge coach can help the leader better understand their leadership style, how their actions and demeanour affect others, and how to develop new behaviours that produce improved business results.Methodology: Ask the coach to explain the methodology adopted. The best methodologies are developed over time and through experience. Prior to being engaged, the coach must be willing to invest some time to understand the organization’s desired results from the coaching engagement. The coach should also be able to explain the likely new skills and behaviours the leader will develop through coaching, and how they will be applying them at work.Philosophy: During a pre-engagement conversation with the coach, listen for clues that their philosophy aligns well with the Organization’s goals, values and culture. Look for clear signs that the coach is a good match, such as a commitment to ethical coaching practices, and goals that the leader is inspired to work toward.Metrics: Organizations measure what matters and the same holds true in coaching. The best metrics to evaluate the impact of coaching to focus on shifting others’ perception of the leader. When change happens, the leader demonstrates this change before it registers with others. Therefore, others’ acknowledgement of improvement is the ultimate endorsement.Organizations must ensure that the investment is not done on Executive coaching but the improved business results.