Executive coaching may be defined as a collaborative, professional relationship between a trained coach and a client (who may be an individual or a group) – usually sponsored by an organization – with the goal of enhancing individual as well as organizational performance, by developing the client’s capabilities and fully unlocking their potential.   

Because this form of coaching is mostly sponsored by an organization, unlike other forms of coaching, it is a three-way relationship between the employee or employees (client), the coach, and the employee’s organization.  As such the coaching focuses on the needs and goals of both, the client as well as the organization. In other words, the client’s goals must link back to, and support organizational objectives at some level.

The coaching profession has little regulation, which means there is no legal requirement for anyone to have formal training in order to coach. However, we, are formally trained, and certified by the International Coaching Federation (ICF), the world’s leading global organization for coaches and coaching. We’re also certified to practice a range of coaching methodologies including Marshall Goldsmith Stakeholder Centered Coaching, Neuro-linguistic Programming, and DiSC profiling. Besides, we are all seasoned professionals with internationally accredited certifications in the field of Human Resources, Talent Development, and Learning and Development.

Many employees are promoted due to their technical expertise, and with the assumption that they have the ability to progress, grow, and lead by virtue of their technical skills. Often times however, employees struggle, and if the right support is not provided, it could lead to reduced productivity, turn over, and ultimately have a negative impact on business continuity and the bottom line. Coaching initiatives drive high performance by enabling the unlocking of talent and sources of productivity.

The length of a coaching initiative varies according to the organization and the client’s unique needs. Some factors that impact the length of a coaching initiative include: types of outcomes and goals desired, frequency of sessions, availability of the employees, budgets etc. However, the minimum recommended duration for a valuable focused coaching initiative is three months, and the optimum recommended duration is 9 to 12 months.

We use a structured methodology to curate lead and lag measures, that begins even before a coaching session. Both internal and external metrics are incorporated. Key questions are asked to develop metrics and measures, such as: What are the desired outcomes? What is the worth of those outcomes to both the client and the organization? How would you know that the outcomes are achieved? What happens if the outcomes aren’t achieved? What would that cost the client and the organization?  Various tools and techniques are used throughout the initiative, at different phases to measure progress, productivity, and performance. Upon conclusion of the coaching engagement, we provide the sponsor with a detailed ROI report and ROI briefing.

Evaluating ROI is a specialized area, and we are proficient in it. Our Coachists are Kirkpatrick certified, and also have in-dept knowledge of other evaluation methodologies.

According to the ICF Global Coaching Client Study, the vast majority of companies (86%) say they at least made their investment back. In fact, almost one in five people (19%) saw an ROI of 50 times their investment, while a further 28% saw an ROI of 10 to 49 times the investment.