Executive coaching is facilitative one-to-one coaching with key executives in an organisation.  It is for the benefit of the individual client, with the focus on organisational performance or development, although there may also be a personal component as well. Results are measured against the performance requirements of the organisation for the individual being coached.

Executive coaching covers the complex combination of skills and human capacities that are required of today’s executives such as:

  • Business acumen and financial management
  • Leadership and organisational skills
  • Social and communication skills
  • Analytical and innovative thinking capacities
  • Ability to inspire trust and commitment to action
  • Rewards and acknowledgement
  • “Presence” that allows them to work in a very large arena or overlapping arenas.

What distinguishes an executive coach?

In order to be an effective resource for the executive’s development, executive coaches must possess a unique combination of maturity, professional skills and human qualities, such as:

  • A firm grounding in business knowledge and competencies
  • Thorough understanding of the world of the executive leader
  • A broad understanding of leadership and leadership development
  • Knowledge of systems dynamics of organisations and communities

Our coaches possess a wide range of business knowledge, experience and expertise, enabling us to be thoroughly familiar and comfortable with the executives’ world.  We are comfortable coaching around complex issues and international agendas and able to discuss global issues, philosophical items, sociological issues or business issues of the day and future.

How can an executive coach help you?

There are many reasons why organisations hire our executive coaches, such as:

  • Leadership development
  • Implementation of strategic goals
  • Social and communication skills
  • Team development and a learning culture
  • Ability to inspire trust and commitment to action
  • Induction of a new member of staff or staff into a new role
  • Succession planning
  • Career development
  • Retirement and outplacement
  • Personal difficulties of a key staff member

Coaching for the executive’s agenda

Coaching for the executive’s agenda involves working with executives on any personal and/or business issues they choose to nominate.

In the personal area, it could entail balancing work and family life, while organisational issues could include leading organisational change, or developing strategic planning and long-term vision.

At times, there is a crossover between agenda coaching and other types of executive coaching. Typically, agenda coaching occurs in the context of a long-term coaching relationship. Once a formal coaching relationship has been established, perhaps initially for skills coaching, the coachee sets the course and direction to move to the next level of success.

Other areas appropriate for executive coaching interventions include:

  • Coaching executives to be coaches rather than managers
  • Providing support or upgrading support during or after a training or development program
  • Working with an executive after a 360-degree performance appraisal to establish goals and develop an action plan for continuing development
  • Coaching the executive through the pitfalls and challenges of a new position