Terry DavidExecutive coaching is a high-impact development approach that helps leaders sharpen decision-making, increase influence, and accelerate performance. It’s often used for newly promoted executives, high-potential leaders in succession pipelines, and seasoned leaders navigating strategic change. When done well, coaching moves beyond skills training to shift behavior, mindset, and organizational impact.
What executive coaching does
– Clarifies leadership priorities and strengthens strategic thinking.
– Improves emotional intelligence, persuasion, and conflict management.
– Builds resilience and adaptability for leading through ambiguity.
– Aligns personal goals with organizational goals to improve performance and retention.
Typical coaching process
Executive coaching commonly follows a structured, measurable process:
1. Assessment: Use psychometric tools, 360-degree feedback, and stakeholder interviews to identify strengths and development areas.
2. Goal setting: Define 2–4 concrete, measurable goals tied to business outcomes.
3.
Coaching engagement: Regular one-on-one sessions with a coach, often blended with on-the-job practice and reflection.
4. Reinforcement: Midpoint reviews, peer learning, and manager check-ins help transfer learning.
5. Measurement: Re-assessment and stakeholder feedback evaluate progress and ROI.
Measuring impact and ROI
Organizations increasingly demand clear metrics from coaching programs. Useful measures include:
– Behavior change reported in 360 feedback and stakeholder surveys.
– Performance KPIs tied to the coach’s objectives (e.g., revenue growth, employee engagement, retention).
– Promotion and succession readiness rates among coached leaders.
– Qualitative indicators like improved team dynamics and decision quality.
Choosing the right coach
Selecting a coach is critical.
Look for:
– Proven executive or senior-level experience with business credibility.
– Accreditation and adherence to ethical standards from established coaching bodies.
– A coaching approach that matches the executive’s learning style (directive vs. inquiry-based).
– Clear confidentiality agreements and a plan to involve key stakeholders where needed.
Common pitfalls to avoid
– Treating coaching as a quick fix or one-off workshop rather than a sustained development journey.
– Failing to align coaching goals with measurable business outcomes.
– Skipping stakeholder involvement; leader behaviors often need reinforcement from peers and direct reports.
– Choosing a coach based solely on cost rather than expertise and fit.
Best practices for maximizing success
– Tie coaching goals to specific, measurable business objectives to ensure accountability.
– Use blended learning: coaching sessions plus action learning projects, peer cohorts, and microlearning.
– Involve the leader’s manager in goal-setting and progress reviews to create accountability and support.
– Schedule follow-up touchpoints after the formal coaching period to sustain gains.
Virtual coaching considerations
Remote coaching works effectively when confidentiality, session structure, and engagement are maintained.
Video sessions, digital assessments, and shared action-tracking tools can make virtual coaching as impactful as in-person work—often with greater scheduling flexibility.
Final perspective
Executive coaching is most effective when treated as strategic talent development, not an HR checkbox. With the right coach, clear goals, and measurable outcomes, coaching becomes a lever for stronger leadership, better team performance, and tangible business results. Consider these elements when designing or selecting a coaching program to get the most sustainable impact.