Executive coaching is a partnership between two equals, where the coach does not tell the client what to do. Instead, they act as a guide and catalyst to help the client evaluate and change their behaviors and habits to reach their goals. Executive and leadership coaching are similar, but there are some subtle differences between them. Coaching is becoming increasingly popular among motivated managers who want to achieve individual and organizational growth.
To become an executive or leadership coach, it is important to get the right training. The International Coach Federation (ICF) provides an accredited coach training program, and the ATD COACH model is widely accepted. The GROW model has also been used in corporate environments since the 1980s. The Master of Organizational Leadership from Lewis University provides the knowledge that coaches need to succeed.
Coaching is one of the most personalized practices in talent development, as it involves a close and confidential relationship between the coach and the person being trained. In a study by the ICF, 70% of participants reported improved communication skills in the workplace after training. According to the ICF, coaching is a creative and stimulating process that inspires clients to maximize their personal and professional potential. Talent development professionals and managers turn to ATD for help in developing internal training programs, learning about training practices and competencies, and obtaining successful strategies to amplify training skills.
It is also important to understand what executive coaches cannot do. Life coaching is not as popular within organizations, but life coaches are still present internally. Executive and leadership coaching require more training in leadership and coaching skills than counseling. ATD selects content from experienced coaches across the country to develop training content and offerings.