1. Definition:
Executive coaching
is a professional relationship between a Coach and an Executive, or an Executive Team, and a deliberate, personalized process to provide an executive with valid information, free and informed choices based on that information, and internal commitment to those choices. The term has been borrowed from sports and the performing arts, where this role is quite traditional.[1]

2. Types of Coaching:
a. Coaching for Skills:
The executive recognizes the need to acquire certain knowledge, skills, abilities, and perspectives, but cannot realistically do so in any other fashion
b. Coaching for Performance:
The executive needs to improve his/her performance in one specific area c. Coaching for Development:
The executive either has been promoted, or will be promoted shortly, and the new position requires competencies that have never been required of this person before

3. Four steps to effective coaching:
a. Clarity (the Coaching Contract must be unambiguous)
b. Choice (executive embraces Coaching of his/her own free will)
c. Commitment (executive committed to Coaching process and content)
d. Roles and Behavior (executive and Coach clearly understand their roles and behave accordingly)

4. The effective coach must have:
a. Flexibility between several Coaching styles
b. Diagnostic ability
c. Contracting Skills

5. The Scope of a coaching assignment depends on:
a. Clarity (breadth and depth of Coaching goals are clear)
b. Consensus (both parties agree to the Coaching goals)
c. Commitment (both parties commit to Coaching goals)
d. Control (goals are realistic and achievable)

6. Coaching fails when executive:
a. Fails to Commit
b. Has Unrealistic Expectations
c. Is Defensive
d. Takes a Passive Role
e. Plays it Safe (does not take risks)
f. Does not involve others

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