What Is Executive Coaching?
If you’re in HR, L&D, or Talent, chances are you’ve heard the question: “Should we bring in an executive coach?”
And if we’re being honest, the answer is rarely simple. Executive coaching has been called everything from a leadership perk to a silver bullet. The truth? It’s neither. Done right, it’s a powerful, targeted intervention that helps senior leaders cut through complexity, improve performance, and create impact that the business actually feels. Let’s break it down.
What Executive Coaching Really Is
At its heart, executive coaching is a confidential, focused partnership between a senior leader and a coach who isn’t caught up in the politics of the business. The conversations are all about performance, growth, and impact, but always through the lens of the organisation’s wider goals.
Here’s what makes it different from other development routes:
It’s bespoke. No off-the-shelf syllabus. Each session is shaped around the leader’s challenges and priorities.
It’s strategic. Coaching is tied to business outcomes, not just personal ambitions.
It’s measurable. Leaders and sponsors should be able to point to visible results, from decision-making speed to improved team engagement scores.
What Executive Coaching Isn’t
Not mentoring. Coaches don’t hand out answers. They help leaders find their own, so the solutions stick.
Not therapy. Yes, we may unpick beliefs or habits, but coaching is forward-looking, not about re-living the past.
Not a tick-box. Without clear objectives, coaching can become an expensive chat. That’s when budgets, and credibility — get wasted.
How to Choose the Right Partner
Not all coaches are created equal. When the stakes are high, here’s what to check:
Proven senior-level experience. Look for a coach who has worked with C-Suite leaders and can provide credible references.
The right match. Chemistry matters. A good fit between leader and coach beats an algorithm every time.
Measurement built in. Regular check-ins, clear success criteria, and visible impact on business outcomes.
Sponsor alignment. Start, midpoint, and close-out reviews so the coaching stays plugged into organisational priorities.
Why It Matters More Than Ever
Leaders today are navigating economic uncertainty, rapid tech shifts, and an increasingly diverse workforce. According to McKinsey, organisations with strong leadership development programmes are 2.4x more likely to hit their performance targets.
And Deloitte’s 2024 Human Capital Trends report found that 70% of executives see developing leaders as their top priority, yet less than half believe they’re doing it well. That’s a serious gap, and one executive coaching is designed to fill.
Put simply, effective coaching builds resilience, sharpens decision-making, and boosts retention of senior talent. In times of change, those aren’t nice-to-haves; they’re business-critical.
Final Thought
Executive coaching isn’t about titles, quick fixes, or ticking boxes. It’s about creating leaders who can thrive under pressure, take people with them, and deliver results that last.
At One Feather Coaching, we work with HR, L&D, and Talent leaders to design and deliver coaching programmes that are purposeful, measurable, and rooted in your organisation’s strategy. We don’t just develop leaders — we help you build the conditions for them to succeed.
