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Executive & High Performance Coaching Flow Chart
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G.R.O.W. Coaching Questions
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Assoication of Coaching Supervisors

Executive & High Performance Coaching Approach

Benefits of Executive & High Performance Coaching

Executive & High Performance Coaching is a powerful way of developing leaders and executives. The process is one that produces significant and sustainable behaviour change. Here are just some of the benefits that this Coaching can provide for the individual and the organisation:

  • Accelerating the personal and professional development of high potential individuals
  • Provide support and clarity during times of organisational change
  • Support talented individuals in their move to more senior roles
  • Create greater leadership skills and high potential individuals who can deliver across the business
  • Improved organisational problem solving, decision making and creative skills
  • Increased individual confidence and motivation
  • Improved effectiveness of leaders in responding to change

The Approach

Each individual is unique so it is important to keep an open mind about how the coaching relationship and process might develop. The Coachee can expect to be challenged and supported throughout the process and the agenda will be driven by the Coachee.

Typically the coaching process will consist of series of six 90 minute face to face coaching sessions. It is possible to tailor this approach to include telephone and/or e-mail contact for the busy individual.

Initial Meeting/Telephone discussion

The programme starts with a no obligation meeting or telephone discussion between the individual and the Coach. This is intended to check the fit between both parties and ensure that they are comfortable working with each other. It is also an opportunity to start identifying some of the potential areas of focus. When both parties are comfortable and contracts agreed we move on to the next stage.

Business Alignment:

It may also be likely that there will be other stakeholders involved in the decision to embark on a coaching programme. When this is the case it is important to ensure that all stakeholders have a clear understanding about the following:

  • How the coaching process will work
  • What will remain confidential and what will be shared
  • Any stakeholder feedback and how this will be given

Both the Coachee and the Coach will agree with any stakeholders how this will work before the coaching formally begins.

Key Areas of Focus

The coaching begins formally with a brief questionnaire to be completed by the Coachee to identify key areas of focus during the coaching programme. This provides an opportunity to reflect on what are the priorities and to shape the way the process will work with their Coach. This is a partnership in which the Coachee will be supported and challenged by their Coach in order to achieve the required results for the individual and the organisation.

Coaching Sessions

There is often a general theme that individuals want to work on and this will be developed throughout the coaching sessions. A number of methods and models will be used where appropriate throughout the process. Typically each session will follow the G.R.O.W. Model:



At the start of each session the individual will be asked to define the goal or outcome from the session so that both parties remain focused.



Through questioning and feedback the Coach will explore the current reality for the individual. Finding out what is happening now that they would like to change and establishing what this would be like for them in the future.



The Coach will encourage the individual to explore the options available, barriers and how they might be overcome and challenges they might face.



Finally the individual will be encouraged to commit to specific actions that will move them closer to their desired outcome. Review of these actions will form the start point for the second and subsequent sessions.

Completion Review

Discussion with the Client and/or Coachee about the outcome of the coaching programme and next steps where appropriate.

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