In an era of dynamic market changes, high competition and rising expectations of leaders, one of the most effective professional development tools for executives is executive coaching. It is a process that not only supports a manager in the development of competencies, but also helps him or her to build a strong leadership position, better manage a team and increase the effectiveness of business operations.
In this article we will introduce:
- What executive coaching is,
- How the executive coaching process works,
- what benefits it brings to the leader, subordinates and the organisation,
- and how it can be effectively combined with Transactional Analysis, a psychological concept for understanding and modifying behaviour in interpersonal relationships.
What is executive coaching?
Executive coaching it's coaching a development process aimed at people with senior and top managementand therefore to high-level managers, directors, CEOs and functional department leaders. Unlike general training, which focuses on knowledge transfer, executive coaching focuses on individual support i actively developing potential specific person.
Key objectives of executive coaching:
- development leadership competence i managerial,
- Increased effectiveness in achieving objectives business,
- better management of self and team,
- improving communication with subordinates and superiors,
- an increase in self-awareness and the ability to work with one's own limitations.
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What does the executive coaching process look like?
A typical executive coaching process consists of several stages:
- Contracting of objectives
Establish development goals with the client (and often the organisation), their metrics and timeframes. - Situational diagnosis
It can be based on interviews, 360-degree surveys, psychometric tests or performance analysis. - Regular coaching sessions
1:1 meetings with a coach (usually 6 to 12 sessions) to explore challenges, identify solutions and support change. - Application in practice
The client implements solutions between sessions - the coach accompanies the client through the change process and reinforces the effects. - Evaluation and completion of the process
Evaluation of the effectiveness of the activities against the objectives set. The process may conclude with a final report.
Benefits of executive coaching
Executive coaching brings tangible results not only for the person being coached, but also for the organisation as a whole. The table below shows examples of the benefits:
| Area | Benefits of executive coaching |
| For the manager | Better decision-making, greater resilience to stress, development of interpersonal and leadership skills |
| For the team | More autonomy, clearer objectives, more engaged subordinates |
| For organisations | Increased efficiency, improved communication, better change management |
| For external customers | Higher standard of service, more efficient processes, professionalism of leaders in business relations |
The role of the executive coach
Executive coach is a professional combining expertise in psychology, management and practices business. Its task is not to give ready answers, but to Support manager in arriving at solutions independently.
Good coach:
- asks pertinent, in-depth questions,
- helps to put the problem into perspective,
- supports the building of awarenessbut does not take control of the process,
- provides safe space to explore difficult topics.
How does executive coaching connect with Transactional Analysis?
Transactional Analysis (AT) is a psychological concept developed by Eric Berne and further elaborated, among others, by Stephen Karpman. Within executive coaching, elements of AT can be used to understand interpersonal relationships within an organisation and to work on style leadership manager.
Key elements of AT in executive coaching:
| AT concept | Application in executive coaching |
| States of the Self: Parent, Adult, Child | Identification of dominant attitudes in communication with the team and superiors. |
| Transactions | Relationship message analysis - how a leader responds and what reactions they elicit from others. |
| Psychological games | Recognising destructive patterns (e.g. falling into Karpman's drama triangle) and their neutralisation. |
| Life scripts | Work on limiting beliefs and action patterns that influence leadership style. |
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Executive coaching and managerial competence
Coaching managers is not just about developing soft skills - it is also important to Hard managerial skillsthat affect the success of the organisation. Executive coaching supports the development of areas such as:
- Strategic thinking and decision-making,
- Team management and talent development,
- Delegation and control,
- Motivating subordinates,
- Communication and feedback,
- Conflict management,
- Self-presentation and authority (executive presence).
Advice from a Group specialist Meeting
"Executive coaching is not a conversation about problems - it is a professional process leading to real changes in attitude, communication and management style. The key here is the individual contract with the manager and the focus not only on his or her needs, but also on organisational goals. The coach cannot be a mentor - he or she must be a partner who accompanies the change, but does not lead by the hand."
Executive coaching in practice - case study
Situation: An operations director at a technology company found it difficult to delegate tasks and overly controlled his subordinates, leading to burnout and lower team morale.
Coaching intervention: During the executive coaching process, using Transactional Analysis tools and a leadership style diagnosis, the coach helped identify a pattern of over-control ('Critical Parent' state) and a lack of trust in the team.
Effect: Change in management style, implementation of authentic feedback, development of competences related to motivation. After 6 months - improved team retention and 15% increase in operational efficiency.
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Summary
Executive coaching is one of the most effective methods of supporting leaders, managers high-profile and człons executives in achieving their professional and personal goals. Through the integration of tools such as Transactional Analysis, it is possible to work deeply and yet very practically on changing leadership, communication and performance styles.
Well conducted the executive coaching process translates not only into individual development, but also into improved team performance, relationships with subordinatesand increase the competitiveness of the entire organisation. It is an investment that has a real impact on the quality of the management, organisational culture and development leadership competence.
FAQ - Frequently asked questions
What exactly is executive coaching?
Executive coaching is a process aimed at improving the leaders' effectiveness, developing their self-awareness and increasing their impact on the organisation. In contrast to mentoringwhere a mentor shares his or her experience, coach works by asking questions, deepening reflection and supporting the client in discovering their own solutions.
The aim of executive coaching is to develop leader in his or her professional environment - through diagnosis, support and transformation of management style.
Who is executive coaching aimed at?
Executive coaching is addressed to senior and top executives and managerswho want to work on improving their leadership competences. They are usually those responsible for teams, strategies or key decisions in the organisation. With this tool coached manager can more effectively support both subordinates as well as superiors.
How does the executive coaching process work?
Typically, the coach works individually with the manager over the course of several months. Meetings take the form of regular 1:1 sessions, with the key stages being:
- Careful identification of objectives identified by the organisation and linking them to the manager's objectives,
- Agree with the manager and the organisation on how to measure achievement of objectives,
- Embedding coaching in business processes - This ensures that both coach and client operate within common metrics,
- Work on development of the coachee's competencies and skills through direct relationships and reflection.
What are the main benefits of executive coaching?
With executive coaching possible:
- Improving managerial skills and more effective application in practice a broad range of competences,
- Improving the leadership capacity and performance of high-level managers,
- Increased self-awareness and more accurate business decisions,
- Reduce team tensions and improve communication with the subordinates,
- Improving productivity and business performance the entire organisation.
What competencies does executive coaching develop?
Executive coaching is the development of competencies in key areas of leadership and management. The most common are:
- Leadership skills,
- Team management and delegation,
- Communication and giving feedback,
- Conflict resolution,
- Decision-making under uncertainty,
- Managing yourself in time and emotions.
Executive coaching is a process aimed at improving the not only results, but also the attitudes that underpin effective leadership.
What is the difference between coaching and mentoring?
Although both processes support development, the differences are significant:
| Coaching | Mentoring |
| The coach supports through questions and development tools | Mentor shares his/her experience |
| Focused on professional and personal purposes | Focused on knowledge transfer |
| The coach works individually with the manager without giving ready-made solutions | The mentor may suggest specific actions |
| Embeds changes in practice and working environment | It is based on a master-student relationship |
What are the success factors in executive coaching?
One of the key success factors in the executive coaching process is careful identification of the objectives identified by the organisation and linking them to the manager's objectives. This is the foundation of effective action. It is also important to:
- Precision establishing a means of measuring achievement of objectives,
- Manager's readiness for self-reflection,
- Professionalism and experience of the coach,
- Embedding coaching in business processes, which increases its effectiveness.
Is there evidence of the effectiveness of executive coaching?
Market practice and studies carried out showthat senior managers achieve their chosen objectives more effectively through executive coaching than through participation in training courses. Why?
Because The aim of executive coaching is to develop real-life competences in the context of everyday work, rather than just imparting theory. This process allows change deeply rooted leadership behaviourswhich cannot be achieved in a short course.
In what situations does executive coaching work best?
Mostly executive coaching is implemented in situations such as:
- Role promotions senior leader,
- Organisational change and the need for rapid adaptation,
- Relationship difficulties with the team or subordinates and superiors,
- Willing develop a wide range of competences managers,
- The need to improve the leadership capacity and performance of managers responsible for strategic decisions.
