“Executive coaching is a results-oriented support mechanism that is structured by specific objectives to be attained within a limited period of time. “



    • Coaching takes a pragmatic approach to enhancing individual performance and increasing self-sufficiency.


    • Coaching effectiveness is measured by results. Focus is on objectives rather than obstacles.


    • Coaching’s distinctiveness stems from the coach’s role as a catalyst for profound development. The coach enables the coachee to access endogenous* solutions.


    • Coaches must have a solid understanding of business, management, and change, but they should not be experts in their clients’ professions**.


    • A coach possesses a “toolbox” of methods and techniques from which he or she selects the most suitable to meet his or her client’s needs in a timely manner.


    • The inherent flexibility of coaching makes it particularly appropriate for busy executives.


  • Coaches observe a strict, straightforward code of ethics of which a core principle is absolute confidentiality.


*Endogenous: proceeding from within. Coaching solutions thus differ greatly from consulting and expert solutions, which are exogenous (derived from without).

** It is important to distinguish between coaching and consulting. An expert in a field who becomes a coach is likely to bring his or her professional slant into coaching activities. For example, if a former financial director coaches a working financial director, he or she is likely to offer financial management advice.