What is executive coaching? Your complete guide for 2025 (by a 27-year veteran coach)

After years of coaching executives, from startup CEOs to Fortune 5 C-suite leaders, I’ve learned that great leadership isn’t born, it’s built. In today’s rapidly evolving business world, even our most successful leaders require support to navigate new challenges.

I’ve coached leaders across every industry imaginable, from Apple and Google to Netflix and Uber, as well as biotech startups and entertainment giants. What I’ve found is that the fundamentals of good leadership remain the same, even as the business world continues to evolve.

What is Executive Coaching? A Clear Definition

Executive coaching is a confidential, one-on-one professional development process that accelerates leadership effectiveness through structured conversations and skill-building exercises.

In my experience building Skyline Group’s coaching practice (now managing over 180 coaches worldwide), I define executive coaching as distinct from other development approaches. It’s:

• Highly personalized to individual leadership challenges (not one-size-fits-all training)
• Action-oriented with real-time application in the workplace
• Confidential between coach and executive (creating safe space for growth)
• Results-focused on measurable business outcomes that impact the bottom line

What makes coaching uniquely powerful? It meets leaders where they are, with their actual challenges, in real-time. When a CEO at a major tech company told me, “I need to figure out how to have difficult conversations with my board,” we didn’t talk theory. We practiced the exact conversation she needed to have the following week.

The Four Core Leadership Domains in Executive Coaching

Through my doctoral research in organizational psychology and decades of coaching practice, I’ve identified that good executive coaching must address these key areas. We call it our competency-driven leadership development model:

• Leading Self - Self-awareness, emotional regulation, personal productivity
• Leading Others - Team building, communication, influence, and motivation
• Leading the Organization - Strategic thinking, culture building, change management
• Leading Implementation - Execution, accountability, performance management

These domains came from studying what separates high-performing leaders from their peers. In my book, “Hidden Strengths,” my co-author, Milo, and I detail how these competencies predict leadership success across various industries and organizational levels.

Who Needs Executive Coaching? (And Who Doesn’t)

Prime Candidates for Executive Coaching

High-Potential Employees

Emerging leaders identified for advancement require coaching to develop executive presence and strategic thinking prior to promotion.

New Role Transitions

Career Transitions Are Coaching Gold Mines. Leaders transitioning into unfamiliar territory—whether C-suite positions, international assignments, or cross-functional roles—benefit from targeted coaching during the critical first 90 days.

”Moving from individual contributor to VP felt overwhelming until I started coaching with Thuy. She helped me navigate the politics, build credibility with my new team, and develop a leadership presence I didn’t know I had. Best investment my company ever made.” -Jennifer Kim, VP of Marketing, Fortune 500 Consumer Brand

Seasoned Executives Facing New Challenges

This might surprise you, but some of my most engaged clients are successful executives… Even experienced leaders encounter situations outside their comfort zone: digital transformation, crisis management, or significant organizational changes, etc.

”As a seasoned CEO, I was skeptical about coaching. But leading through the pandemic required skills I’d never developed. Thuy’s coaching helped me communicate with authenticity during crisis and emerge as a stronger leader.” -David Thompson, CEO, Manufacturing Company

Leadership Teams

Group coaching can align leadership teams around shared goals while addressing individual development needs.

When Executive Coaching May Not Be the Answer

I’ll be direct here. Coaching isn’t always the solution. In my experience, coaching fails when:

• Performance issues require disciplinary action - (coaching isn’t remedial training for misconduct)
• Leaders are unwilling to receive feedback - or change behaviors (I’ve had executives who thought they just needed validation)
• Organizations expect quick fixes - to deep cultural problems (coaching is development, not magic)
• Budget constraints prevent sustained engagement - (good coaching typically requires 6-12 months minimum)

I once had a potential client, a C-suite executive, who wanted coaching to “fix” their reputation after a public scandal. That’s not coaching. That’s crisis management. Coaching is effective when leaders are ready to grow, not when they’re seeking external validation or quick reputation repair.

The Executive Coaching Process: What to Expect

Phase 1: Assessment and Goal Setting (Weeks 1-3)

1. 360-degree feedback assessment
2. Stakeholder interviews with manager, peers, direct reports
3. Leadership assessment tools and personality inventories
4. Goal setting and development planning

Phase 2: Active Executive Coaching (Months 2-9)

1. Bi-weekly 60-90 minute coaching sessions
2. Real-time problem-solving on current leadership challenges
3. Skill practice and behavior modification
4. Progress tracking and adjustment

Phase 3: Integration and Sustainability (Months 10-12)

1. Reduced session frequency (monthly)
2. Focus on sustaining new behaviors
3. Final 360 assessment to measure progress
4. Transition planning for continued development

Why Even Great Leaders Need Executive Coaching

This question comes up constantly. “Thuy, if someone’s already successful, why do they need coaching?”

Here’s what I tell them: Success can be its trap.

The Paradox of Success

In my years of coaching, I’ve observed that successful leaders often face unique challenges:

Breaking Successful Patterns That No Longer Serve

I worked with a CEO who’d built her company through hands-on leadership and personal relationships. It worked brilliantly when they had 50 employees. At 500 employees? Her style was strangling growth. The behaviors that made her successful as a founder were limiting her ability as a scale-stage CEO.

Maintaining Perspective Under Pressure

Senior roles involve complex decisions with incomplete information. I serve as a confidential sounding board for leaders making decisions that impact thousands of employees and millions of dollars in revenue. Sometimes they need someone to ask, “What aren’t you considering?” or “How does this align with your stated values?”

Avoiding the Echo Chamber Problem

The higher you climb, the less honest feedback you receive. I tell my clients: “Your direct reports aren’t going to tell you that your communication style is alienating the board.” That’s my job.

Developing Next-Generation Leaders

Great leaders multiply their impact by creating others. Through coaching, executives become better coaches themselves. I’ve seen CEOs transform their entire organizational culture by improving their coaching skills.

Common Blind Spots of High Performers

Through our Skyline 360 assessment tool, I’ve identified patterns in high-performer blind spots:

• Micromanagement tendencies - when delegating feels risky (especially common among technical leaders)
• Communication gaps - between vision and execution (what’s clear to you isn’t always clear to others)
• Burnout risk - from unsustainable work patterns (high performers often model unhealthy behaviors)
• Team dynamics - that successful individuals struggle to handle (being smart doesn’t automatically make you good at managing smart people)

I had one client, a brilliant VP of Engineering, who couldn’t understand why his team seemed disengaged. Through 360 feedback, we discovered that his rapid-fire communication style and tendency to jump to solutions were making his team feel undervalued.

Six months later, his team engagement scores had improved by 40%.

Measuring Executive Coaching ROI: Beyond Feel-Good Metrics

As someone with a Ph.D. in Organizational Psychology, I’m passionate about data-driven executive coaching. “How do you know this executive coaching is working?” is one of my favorite questions from clients.

Here’s how we measure impact at Skyline Group:

The Kirkpatrick Model Applied to Coaching

See the evaluation levels & metrics used to measure the outcomes of our coaching programs here:

Real Metrics That Matter

According to a comprehensive study by the International Coach Federation, 99% of individuals and companies who hire a coach report satisfaction with the experience, and 96% would repeat the process¹.

In our client work, we consistently track:

• Employee engagement increases of 12-25% in coached leaders’ teams (measured via pulse surveys)
• Retention improvements of 15-30% among direct reports (critical in competitive talent markets)
• Promotion rates are 2x higher for coached executives compared to non-coached peers
• Performance review scores improving by 1-2 rating levels within 12 months

Research from PwC shows that companies with strong leadership development programs are 2.2x more likely to outperform their peers financially².

One of my favorite success stories involves a CMO at a major consumer brand.

Prior to coaching:

• Her team had a 35% annual turnover rate and low engagement scores.

Eighteen months post-coaching:

• Turnover dropped to 8% and her team’s engagement scores ranked in the top 10% company-wide.

The business impact?

Her team launched three successful product campaigns that generated $50M in additional revenue.

Warning Signs of Poor Coaching

I’ve seen coaching fail, and it’s usually because of these red flags:

• No measurable progress after 6 months (if you can’t point to specific behavior changes, something’s wrong)
• Lack of specific, behavior-focused goals (vague goals like “be a better leader” doom coaching from the start)
• Coach-client personality mismatch (chemistry matters. If it doesn’t feel right after 2-3 sessions, find a different coach)
• Absence of stakeholder feedback integration (coaching in a vacuum doesn’t work)
• Focus on personal therapy rather than professional development (coaches aren’t therapists)

I’ve inherited clients from failed coaching relationships. Usually, the previous coach either lacked business experience or focused too much on personality insights without connecting them to workplace behavior changes.

Executive Coaching vs. Other Development Methods

What Executive Coaching IS NOT

Executive coaching is often confused with other professional development approaches. Here’s how executive coaching differs:

Comparison of Developmental Support Methods

Not Mentoring

• Mentoring: Experienced professional shares wisdom and opens doors
• Coaching: Helps people discover their solutions through questioning

Not Consulting

• Consulting: Expert provides solutions and recommendations
• Coaching: Helps leaders develop their own solutions and decision-making capabilities

Not Training

• Training: Group learning of standardized content and skills
• Coaching: Individualized development based on specific leadership challenges

Not Therapy

• Therapy: Addresses psychological issues and past trauma
• Coaching: Focuses on professional goals and future performance

Not a Magic Bullet

• Coaching requires active participation and a willingness to change
• Results depend on coach quality, leader commitment, and organizational support

Emotional Intelligence: The Executive Coaching Game-Changer

Why EQ Matters More Than Ever in Executive Coaching

Research consistently shows emotional intelligence accounts for 58% of job performance across all industries³. For executives, this percentage climbs even higher. Executive coaching is uniquely positioned to develop emotional intelligence because of its personalized, real-time approach.

According to the Center for Creative Leadership, the primary causes of executive derailment are deficits in emotional competence, with the three primary ones being difficulty in handling change, inability to work well in a team, and poor interpersonal relations⁴.

Self-Awareness Development

Coaching helps leaders recognize emotional triggers and response patterns that derail performance.

Self-Regulation Under Pressure

Techniques like mindfulness, reframing, and stress management prevent impulsive decisions during crises.

Better Empathy

Role-playing and perspective-taking exercises improve leaders’ ability to connect with diverse team members.

Social Skills Mastery

Communication, conflict resolution, and influence skills become more sophisticated through coaching practice.

”I thought I was self-aware until Thuy’s coaching revealed blind spots I never knew existed. The 360 feedback was eye-opening, but her guidance helped me turn those insights into actionable changes. My board evaluations improved dramatically.” -Michael Rodriguez, CEO, Healthcare Startup

The Neuroscience of Leadership Coaching

Brain research reveals that executive coaching rewires neural pathways:

• Increased prefrontal cortex activity: Improves executive function
• Reduced amygdala reactivity: Leads to better emotional control
• Better neuroplasticity: Accelerates learning and adaptation

Executive Coaching Costs: Investment Reality Check

The costs of executive coaching is of the most frequently asked questions I receive about executive coaching.

Pricing Factors That Drive Costs

After building a global coaching practice, here’s what drives pricing. Fees associated with executive coaching vary based on:

• Level of the leader
• Length of engagement
• Number and type of assessments performed, and other variables

We’ve been told by many of our customers that our pricing is in the middle for comparable services.

Like any bespoke service, pricing is commensurate with the level of service, the quality, results.

What is unique about Skyline G’s offering is that we can measure the ROI of your coaching investment.

Red Flags in Coaching Pricing

Based on my experience, avoid coaches who:

• Won’t discuss specific methodologies (transparency matters)
• Require upfront payment without clear deliverables (legitimate coaches offer payment plans)
• Promise guaranteed outcomes (ethical coaches focus on process, not promises)
• Price significantly below market (often indicates inexperience. You get what you pay for)
• Lack of measurement and accountability systems (how will you know if it’s working?)

I’ve seen too many organizations burned by cheap coaching that delivered no results. Investing in quality coaching is expensive. Poor coaching is even more costly when you factor in opportunity costs.

Selecting the Right Executive Coach: A Buyer’s Guide on How to Choose the Right Executive Coach for Your Needs

Choosing an executive coach is like hiring a key team member. Do your due diligence. The quality of your executive coaching experience depends entirely on finding the right match.

Essential Coach Qualifications

Selecting the right executive coach is a vital decision for leaders aiming to enhance their skills and achieve professional growth.

By focusing on key criteria such as the coach’s leadership background, coaching experience, and ability to serve as a role model, you can find a partner who provides relevant and impactful guidance.

This structured approach ensures the coach aligns with your goals, offering practical insights drawn from real-world experience.

Leadership Experience

1. Prioritize coaches with firsthand experience in high-level positions within industries or organizations similar to yours, ensuring they understand your specific context.
2. Look for those who’ve navigated executive challenges, including leading teams through rapid growth, crisis management, and innovation in competitive environments.
3. Their background in strategic decision-making, conflict resolution, and building high-performance cultures provides authentic, actionable advice tailored to the demands of your role.
4. This foundation accelerates your leadership development by addressing the unique pressures and opportunities you face daily.

Years Coaching Executives

1. Target coaches with at least five years of dedicated executive coaching to guarantee depth, reliability, and refined expertise.
2. Such tenure allows them to draw from extensive case studies and adaptable strategies honed through work with top professionals.
3. Inquire about their client history, focusing on experience with CEOs or C-suite leaders in high-stakes settings like Fortune 500 companies or scaling startups.
4. A proven track record demonstrates tangible results, such as enhanced team performance or smooth leadership transitions, while enabling them to anticipate and overcome obstacles in your coaching process.

Role Modeling

1. Select a coach who embodies the desired leadership qualities, including resilience, emotional intelligence, empathy, and strategic thinking, as observed during initial consultations.
2. Review their professional presence through published books, speeches, TED talks, or participation in leadership forums to see how they apply these principles.
3. Request references from past clients to gain direct insights into the coach’s strengths, coaching style, and achieved outcomes, like improved decision-making or work-life balance.
4. While certifications from organizations like the ICF signal adherence to standards, treat them as secondar to experience and “chemistry” fit.

When I work with biotech executives versus entertainment leaders, I adjust my approach significantly. Context matters.

Interview Questions for Potential Coaches

Here are the six questions I’d ask if I were hiring a coach:

1. “Describe your coaching philosophy and methodology” (Look for specificity, not vague platitudes)
2. “How do you measure success in coaching work?” (Data-driven coaches have clear answers)
3. “What happens if we’re not seeing results after 3 months?” (Good coaches have contingency plans)
4. “How do you maintain confidentiality while involving stakeholders?” (This balance is crucial)
5. “What’s your experience coaching leaders in our industry?” (Industry context matters)
6. “Can you share an example of a challenging coaching situation and how you handled it?” (Tests problem-solving skills)

Warning Signs to Avoid

Red flags I’ve observed:

• Coaches who dominate initial conversations (good coaches listen more than they talk)
• Lack of specific examples or case studies (experience should be demonstrable)
• Unclear boundaries around confidentiality (professional coaches have clear policies)
• Resistance to measurement or accountability (suggests they’re not confident in their results)
• Too much focus on personal rather than professional development (that’s therapy, not coaching)

Common Executive Coaching Challenges and Solutions

Even the best executive coaching programs face predictable obstacles. Here are the most common executive coaching challenges I’ve seen in my years of practice:

Challenge #1: Lack of Organizational Support

Problem: Leaders often feel isolated in their development efforts when organizations fail to support coaching actively.

Solution: Make sure the manager and HR are involved in goal setting and progress reviews. Create accountability structures that involve key stakeholders.

Challenge #2: Time Management and Competing Priorities

Problem: Busy executives struggle to prioritize coaching sessions amid urgent business demands.

Solution: Schedule sessions during protected time slots. Integrate coaching into existing business rhythms rather than treating it as an add-on.

Challenge #3: Resistance to Feedback

Problem: Successful leaders may resist hearing brutal truths about their leadership style.

Solution: Start with strengths-based feedback. Use data and specific examples rather than general observations. Create a safe and supportive space within the coaching relationship.

Challenge #4: Lack of Transfer to the Workplace

Problem: Learning remains isolated to coaching sessions without practical application in the real world.

Solution: Focus each session on current business challenges. Assign specific practice activities between sessions. Involve team members in observing and supporting behavior changes.

The Future of Executive Coaching: Trends and Innovations

As someone who co-founded two software startups before focusing on executive coaching, I’m fascinated by how technology is evolving our field. The future of executive coaching looks dramatically different from even five years ago.

Technology Integration

AI-Powered Assessment Tools - We’re developing machine learning algorithms that analyze communication patterns and provide real-time feedback on leadership behaviors. Imagine receiving instant feedback on how your communication style impacts team involvement.

Mobile Coaching Apps - Our C4X platform integrates micro-learning modules and daily check-ins that supplement traditional coaching sessions. It’s not replacing human connection, but improving it.

Evolving Coaching Models

Team-Based Coaching

I’m seeing increased demand for coaching that focuses on collective leadership performance rather than individual development. Teams need to function as high-performing units.

Cultural Intelligence Coaching

With global teams becoming the norm, specialized coaching for cross-cultural leadership is on the rise. I’ve coached executives managing teams across six continents. It requires different skills than traditional leadership.

Sustainable Leadership Coaching

Integration of well-being, purpose, and environmental consciousness into leadership development. Leaders are asking more profound questions about impact and legacy.

FAQ: Executive Coaching Essentials

How long does executive coaching typically last?

Most effective executive coaching programs last 6-12 months, with sessions held every 2-3 weeks. Shorter executive coaching may address specific skills, while longer programs support major leadership transitions.

Can executive coaching be done virtually?

Yes, virtual executive coaching has proven highly successful, especially since the pandemic. Many executive coaches report that virtual sessions can be more focused and efficient than in-person meetings.

How do I know if executive coaching is working?

Look for specific behavior changes within 2-3 months, improvements in feedback from stakeholders, and progress toward the stated goals. If you’re not seeing measurable progress by month 4, reassess the executive coaching approach. You should work with a firm that can measure the impact and ROI of the coaching investment. 

What’s the difference between executive coaching and consulting?

Consulting provides expert advice and solutions. Executive coaching helps you develop your own solutions through guided self-discovery and skill-building.

Should executive coaching be confidential?

Executive coaching conversations should remain confidential, but progress toward goals should be visible to stakeholders. Clear agreements about what information gets shared help maintain trust while keeping accountability.

How do I find qualified executive coaches?

Professional referrals, web search, and interviewing at least three firms. Always interview multiple executive coaches and check references before making a decision.

How is executive coaching different from mentoring?

Executive coaching focuses on developing your own solutions through questioning and skill-building. Mentoring involves an experienced professional sharing wisdom and opening doors. Both are valuable but serve different purposes in leadership development.

Real Client Impact

”Six months into executive coaching, my direct reports started commenting on the positive changes in my communication style. One team member said, ‘You actually listen now instead of just waiting to give directions.’ That feedback was worth every penny of the coaching investment.” -Lisa Park, Chief Operations Officer, Financial Services

After many years in executive coaching, I’ve learned that the best leaders never stop learning. 

Executive coaching isn’t a sign of weakness. It’s a competitive advantage. Whether you’re a first-time manager or a seasoned CEO, the right coaching relationship can accelerate your impact and transform your leadership ability.

If you’re considering executive coaching for yourself or your organization, remember: it’s not about fixing what’s wrong. It’s about unleashing what’s possible.

Ready to Elevate Your Leadership Journey?

Executive coaching isn’t about fixing weaknesses - it’s about unlocking your full potential as a leader. Whether you’re an individual executive navigating new challenges like team alignment, strategic transitions, or scaling your impact, or an HR professional seeking to develop high-potential leaders in your organization, now is the time to invest in personalized growth that delivers measurable ROI.

Take the First Step Today

In a fast-changing world, proactive development sets top performers and organizations apart. Reach out to Skyline Group today and build the leadership edge you or your company needs. From one-on-one executive coaching to organization-wide programs, our experts are ready to craft a plan that fits your needs.

Schedule a Complimentary 30-Minute Discovery Session

Let’s discuss your unique leadership goals - whether for yourself or your team - and how Skyline Group’s proven coaching model can accelerate success.

Book Your Complimentary 30-Minute Discovery Session Now or email us at [email protected]

References

¹ International Coach Federation (International Coaching Federation). “2020 ICF Global Coaching Study.” ICF, 2020. https://coachingfederation.org/research/global-coaching-study

² PwC. “Building Leadership Bench Strength: Planning for an Uncertain Future.” PwC, 2021. https://www.pwc.com/us/en/services/consulting/workforce-of-the-future/leadership-bench-strength.html

³ Bradberry, T. & Greaves, J. “Emotional Intelligence 2.0.” TalentSmart, 2009. https://www.talentsmarteq.com/products/emotional-intelligence-2.0/

⁴ Center for Creative Leadership. “The Lessons of Experience: How Successful Executives Develop on the Job.” Lexington Books, 1988. https://www.ccl.org/articles/research-reports/lessons-of-experience/

⁵ Gallup. “State of the Global Workplace.” Gallup Press, 2022. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx

Key Takeaways: Executive Coaching Quick Reference

What is Executive Coaching?

• Quick Answer: Executive coaching is a confidential, one-on-one professional development process that accelerates leadership effectiveness through structured conversations and skill-building exercises.
• Who it’s for: High-potential employees, leaders in transition, seasoned executives facing new challenges, and leadership teams.
• Duration: Typically 6-12 months with bi-weekly sessions.
• Expected ROI: 12-25% increase in team engagement, 15-30% improvement in retention rates.

Who Needs Executive Coaching?

• Prime Candidates:
  • High-potential employees preparing for leadership roles
  • Leaders transitioning into new positions or industries
  • Seasoned executives facing unprecedented challenges
  • Leadership teams seeking better alignment and performance
• When NOT to use coaching: Performance issues requiring discipline, unwillingness to receive feedback, expectation of quick fixes, insufficient budget for 6+ month engagement.

Why Great Leaders Need Coaching

• The Success Paradox: Behaviors that create initial success can limit future effectiveness as responsibilities grow.
• Key Benefits for High Performers:
  • Break patterns that no longer serve them
  • Gain outside perspective to avoid echo chambers
  • Develop emotional intelligence and self-awareness
  • Multiply impact by becoming better coaches themselves
• Bottom Line: Coaching isn’t about fixing weaknesses—it’s about maximizing strengths and unlocking potential.

How to Choose an Executive Coach

• Essential Steps:
  1. Verify ICF certification (PCC or MCC level)
  2. Check industry-specific experience and cultural fit
  3. Interview 3-5 candidates with specific questions
  4. Ask for client references and measurable results
  5. Ensure clear measurement and accountability systems
• Red Flags: Coaches who dominate conversations, lack specific examples, resist measurement, or focus on therapy rather than professional development.
• Chemistry Matters: If it doesn’t feel right after 2-3 sessions, find a different coach.

Executive Coaching vs. Other Development

• Executive Coaching: Future-focused, personalized questioning, 6-18 months, develops leadership capabilities
• Consulting: Problem-solving, expert advice, project-based, provides strategic solutions
• Mentoring: Career guidance, wisdom sharing, ongoing relationship, opens doors and networks
• Training: Skill acquisition, group instruction, days/weeks, teaches specific techniques
• Key Difference: Coaching helps you discover your own solutions; other methods provide ready-made answers or advice.

Executive Coaching ROI

• Immediate Impact (3-6 months):
  • Improved self-awareness and emotional regulation
  • Better communication and delegation skills
  • Enhanced decision-making under pressure
• Long-term Results (12+ months):
  • 12-25% increase in team engagement scores
  • 15-30% improvement in retention rates
  • 2x higher promotion rates for coached executives
  • Measurable behavior changes via 360 feedback
• Measurement Framework: Use the 5-level Kirkpatrick model from satisfaction to ROI calculation.

About the Author

Thuy Sindell, Ph.D., is Co-Founder and President of Skyline Group International’s Coaching Division, managing 180+ coaches worldwide. She has been coaching executives since 1998 and is the author of four books, including “Hidden Strengths: Unleashing the Crucial Leadership Skills You Already Have.”

She has coached leaders at Apple, Google, Netflix, Uber, and hundreds of other organizations across industries. Contact Us Now for Your Discovery Session