Executive coaching is the process whereby individuals work with an external professional coach to develop their inter-personal skills with the objective of achieving improved business performance. The external nature of the coaching role means that confidentiality can be maintained, and the exploration, development and achievement of individual goals are not confused with corporate agendas, as may be the case with mentoring. Often the organisation sponsors the process and is involved with the individual and the coach in setting the organisational objectives to be addressed.

Styles of executive coaching vary considerably, a common distinction being that of directive/non-directive. The directive style tends towards consulting and advice-giving, while the non-directive style tends towards facilitation and empowering. Philip’s style is non-directive and builds on increasing clients' self-awareness, and on their recognition of behavioural options arising from this.

Career management may form a legitimate part of a coaching programme, as it commonly achieves better motivated employees, better strategic sensitivity, improved flexibility, greater realism around career options and higher staff retention.

The benefits of improved performance through Executive Coaching arise from:
Organisational Personal
  • Enhanced leadership behaviour
  • Better motivation of self and others
  • Improved communications
  • Closer customer relationships
  • Improved team-working
  • Higher staff retention
  • More rewarding professional relationships
  • Heightened self-awareness and awareness of others
  • Better self-management of emotions
  • Increased job satisfaction
  • Enhanced career self-management skills
People benefiting from Executive Coaching include those who:
  • Have taken on additional managerial responsibilities
  • Want to implement organisational changes
  • Are experiencing demanding professional relationships
  • Have taken on greater customer responsibilities