Cathy Liska The term ‘executive coach’ implies that the client is an executive. What is an executive? Look it up in a dictionary or in Wikipedia and the definition is much broader than the initial impression the word creates. In coaching, the general term is most often applied to someone working in a larger corporation, whether a high potential, a mid-level manager, a sales or account assistant, or in individual working in the C Suite (a CEO, COO, CFO, CIO, etc.).
With such a broad range of executive coaching, the coaching process itself is equally broad. One approach that is increasingly popular is to start with a consultant or the HR department giving a 360 assessment and then engage in a coaching relationship to review the outcome and then strategize areas of development. Alternatively, for some executives the greatest value in a coach is that they are a sounding board for discussing whatever comes up for the individual executive. In other situations, the coach is engaged for the purpose of exploring what leadership means for an individual and how they want to enhance both their skills and a process for developing themselves as a leader.
Sometimes an executive coach is sourced and hired by one employee of a company to work with another. In this case, prior to beginning the coaching process, there is discussion about confidentiality and exchange of information. The purpose of the engagement is defined and a process discussed. Then, as the coaching begins and progresses, the coach and the client work together to further define how to most effectively support specific goals.
