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How does the Executive Coaching process work?

Executive coaching is a process designed to help leaders and executives enhance their skills, achieve their professional goals, and overcome challenges. It is tailored to the unique challenges and goals of the leader, whether they are a new manager or an experienced executive. The process typically involves a one-on-one relationship between the executive (coachee) and a trained coach.

Here's a general overview of how the executive coaching process works:

Assessment and Goal Setting:

The coaching process often begins with an assessment phase. The coach and the executive work together to identify the executive's strengths, weaknesses, goals, and areas for improvement. Clear, measurable goals are established based on the executive's aspirations and the organisation's needs.

Introduction and Contracting:

The coach and executive establish a coaching agreement that outlines the objectives, confidentiality, roles, and responsibilities of each party. They may also discuss the expected duration of the coaching relationship and how progress will be measured.

Feedback and Insight:

Coaches may use various assessment tools, 360-degree feedback, and interviews to gather insights into the executive's leadership style and performance. This feedback provides a foundation for understanding the executive's strengths and areas that require development.

Two professional woman conversing whilst sitting on a sofa.  One wears a blazer and her face is more visible.  There is a plant in the foreground.
How does the executive coaching process work?

Action Planning:

Coaches work with the executive to create a customised action plan that outlines specific steps to achieve the established goals. The plan may include skill-building activities, learning opportunities, and behavioural changes.

Regular Coaching Sessions:

Coaching sessions are typically held regularly, often every 1-4 weeks, depending on the needs and preferences of the executive. During these sessions, the coach and executive discuss progress, challenges, and strategies for improvement.

Skill Development:

Coaches may provide guidance, resources, and feedback to help the executive develop new skills, enhance existing ones, and address challenges effectively.

Reflection and Insight:

Reflection is a crucial aspect of the coaching process. Executives are encouraged to reflect on their experiences, insights gained, and lessons learned during the coaching journey.

Continuous Feedback and Adjustment:

The coaching relationship is dynamic, and coaches may adjust their approach based on the executive's evolving needs and progress. Ongoing feedback ensures that the coaching process remains relevant and effective.

Closure and Evaluation:

As the executive achieves the agreed-upon goals, the coaching relationship may come to a close. The coach and executive assess the overall impact of the coaching process and reflect on the executive's growth.


Some coaching relationships include a follow-up period to ensure that the executive continues to apply new skills and strategies in their role.

It's important to note that the effectiveness of executive coaching depends on factors such as the quality of the coaching relationship, the commitment of the executive, and the coach's expertise. The process is highly tailored to the individual needs and context of each executive.


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