Executive Coaching Types

Within executive coaching, there are many sub-categories or specific areas of focus. While some coaches offer general executive coaching, if you are looking to improve a certain skill you are better off looking for a specialized coach. Below are a few different coaching types that can fall under the umbrella of executive coaching.

Career Coaching

Career coaches support employees during their transition to new careers and offer guidance while helping with resume writing, job searches, and interview skills.

Life Coaching

Life coaches, while less common in the business world, focus on a variety of aspects of life including spiritual, professional, financial, and personal improvement.

Organizational Coaching

Organizational coaches work with businesses or business owners to identify goals and create realistic strategies to reach those goals. Organizational coaching can also include team coaching where a group of employees are coached together to build a better professional unit.

Performance Coaching

Performance coaches work with specific employees who need to improve critical skills and improve work performance. Performance coaching is not limited by title as an employee of any level can struggle with performance and require help.

Leadership Coaching

Leadership coaches work with individuals looking to improve leadership skills. Like performance coaching, leadership coaching can be effective irrespective of the client’s position or title.

Coaching, regardless of the topic or focus, is never a one size fits all affair. Different coaches use different methods to achieve different results. The coaching subject and the model the coach uses will greatly impact the effectiveness of the training. Some models work for some clients but not others, so it is up to the coach and the client to determine the best coaching model. Pairing the right coach, with the right model, and the right client is critical for success. Below are 2 coaching models commonly used in executive coaching.

The ATD Coaching Model

The ATD model is one of the most popular coaching models and follows a 4-step process. First, the coach and the client create a mutually clear picture of the current situation. Understanding where a client is starting is key in developing realistic development objectives. Measurable end-goal objectives are outlined in step 2. Step 3 focuses on collaborative brainstorming and thinking in new ways to uncover previously unseen paths to achieve the goals established in step 2. Step 4 is the creation of a plan of action that includes milestones and coaching follow-ups. Upon reaching the end of step 4, the client should have a clear path forward with measurable ways of progressing towards their ultimate end goal. Coaches will often return for follow up sessions to help the client stay on their path and adjust aspects of the plan as needed.

The GROW Model

The GROW model has 4 steps with each step corresponding to a letter of GROW. The first step is Goal where the client’s desired end goal is established. The goal should be specific enough that the client will easily recognize when it has been achieved. The second step is Reality where the client’s current situation is analyzed. The coach and the client work together to identify the client’s current challenges and determine how far away they are from the end goal. The third step is Obstacles and during this step, the coach and the client identify potential obstacles the client will face while progressing towards their goal and create solutions for these obstacles. The final step is Way Forward where the solutions for potential obstacles are converted into a plan of action the client can follow to achieve their goal.

Why is Executive Coaching Important?

Executive coaching may seem like an unnecessary expense, but there is a direct correlation between proper executive coaching and business success. Skilled and capable employees are better workers who produce higher quality work. Teaching employees essential professional skills creates a positive impact beyond those that received coaching. When one person on a team or within an organization elevates their capabilities, the improvements radiate to other team members which improves the group:

Teams & Organizations

• See coworkers, leaders, and subordinates more clearly.
• Improve individual and group communication.
• Improve workplace culture and team cohesion.
• Teams and organizations that work well together create a productive and supportive workplace that can attract new talent.
• Giving an employee a bolstered arsenal of skills and the confidence to use them helps reduce employee stress.

Leadership & Managers

• Become a more effective and trusted leader.
• Learn to balance work life and personal life.
• Improved decision-making skills enable leaders to make balanced, well-reasoned decisions while combating the urge to second-guess decisions.
•  Understand and empathize with coworkers.
•  Widen business comprehension so the leader can appropriately navigate relationships with employees and clients.

Executive Coaching Consultants

Executive and leadership coaching can be extremely beneficial to not only the person receiving the coaching, but to the company of the trainee as well. By focusing the coaching on vital subjects and using optimal executive coaching methodologies, the trainee can develop new skills that will improve their professional capabilities. Employees with deeper and wider skill ranges are often better employees, making professional coaching a win-win opportunity. Click here to learn more about SkillSource Learning’s executive coaching and how our professional consultants can help you develop new skills.