Goals of Executive Coaching

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Goals of Executive Coaching
The principle of coaching is to provide the tools and practices which alter the client’s structure of interpretation (Flaherty, 2011). As a matter of convention, the traditional coaching relationship is generally focused on the achievement of specific executive related goals. The coaching process will normally address the individual behavior that causes managerial or personal conflict and attempt to modify that behavior. Today, one of the key roles of a leader is to help their subordinates modify their behavior to improve their productivity, contribute more to the growth of the company, and to become a peak performer within the organization (Kilburg, 1996).
The coaching process is further designed to improve specific competencies and address those behaviors that impede job effectiveness. Popper and Lipshitz (1992) describe the coaching process as containing two elements, (a) improving performance at the skill level, and (b) establishing a relationship that enhances the executives’ psychological development. The goals of executive coaching are further expanding, evolving, and developing as more executives seek coaching for a myriad of different reasons. Collectively, the goals of executive coaching involve increasing individual competence and boosting the self-esteem of the client.
Factors in Executive Coaching Outcomes
There are many factors existing in executive coaching which will affect the outcome. The strongest influencers of success in the coaching process are usually related to the client, the coach, the coaching relationship, and the organizational environment. A review of the most influential factors in the coaching process will be analyzed.

The Client
Mandated coaching can often cr...

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