Executive Coaching



Executive Coaching is essentially a conversation between the coach and the person being coached within a results-oriented context.  The coach engages in a collaborative alliance with the person to establish and clarify purpose and goals to develop a plan of action to achieve these goals.


Today, there is a growing focus on leadership.  It is recognized that today’s business leader has the responsibility of bringing together the rational and the emotional as well as the content and the process elements of their organizations. This becomes necessary as they have to tackle head-on the difficult issue of business: how to fully develop the human capital – to consistently realize and release the full potential of the each individual, create an atmosphere of motivation, and direct the vision and energy of those who make up their work force.


With this focus on the development of leaders has emerged the activity of executive coaching, which first appeared in this form the early 1980’s. Although coaching is not a new concept, executive coaching has come to the forefront only in the last decade or so.  Executive coaching aims to fulfil the following objectives:

  • The development of optimal effectiveness in a leader and managerial role.  Executive Coaching is helping executives develop the capacity to define their own view of successful personal and corporate performance and strategy flowing from this.
  • As personal performance is improved, there is a correlated improved performance within the organization.

Program Process

The information and knowledge revolution is transforming organisations. As a result, workers are responding differently to their leaders. Hoy Group, in its Building the New Leader research, found that to be effective in the future, leaders will need to develop new skills, foremost being Collaboration. Specially, to be effective, leaders increasingly need to be proficient in coaching their subordinates to perform. For peers and colleagues not subjected to the authority of the leaders, they need to be convinced and persuaded to effect action. In addition, the leaders have to adept in managing the inevitable conflicts with bosses and colleagues. This series introduces a set of sophisticated leadership skills to allow modern leaders to engage with their stakeholders effectively.

o    Determine the Influencing objectives

o    Assess the situation

o    Decide the appropriate strategy and tactic to use

o    Apply the strategy

o    Debrief the impact and outcome

Program Approach

DistincTions uses the following coaching approach:

This process helps the coachee to develop a detailed understanding of his/her situation and role, to articulate a personal and business strategy and to apply action arising from this process.  The task of the coach is to help the individual adapt congruently and therefore creatively and innovatively to the challenges involved.



This is the data gathering session that provides the coach with critical in-depth information from and about the coachee. Assessment information is usually obtained through:


  • Assessment instruments and reports
  • A biological questionnaire completed by the coachee
  • 360-degree interviews and/or assessment of the other people who are familiar with the coachee


Current and accurate qualitative and quantitative data which accurately reflects the coachee’s work situation, his/her leadership style, natural strengths and the challenges faced in work and life.

Feedback and Insight


This session provides for feedback and the integration of the various assessment data collected. The coach and coachee will review the data, identify themes and patterns, and reconcile seemingly discrepant information.


The coachee will gain increased self awareness, insight and commitment that are vital to motivate him/her to make the necessary changes.

Goal Setting & Individual Development Plan


This session will assist the coachee to transform new insights into actionable goals. We recommend to focus on 2 or 3 key goals


This session can be done at the same time or separately as the feedback and insight session.


Action plan that reflects key behaviours and outcomes necessary for “success” and that is aligned with the coachee’s manager.

Pre-Tripartite Meeting


The coachee and his coach will meet with the manager/s  to share outcomes of the Feedback and Insight/Goal Setting session and to ensure that the goals set are aligned with the organisation’s expectations.


Action plan that is aligned with the need of the business and gives the manager of the coachee a chance for input into goals and a clearer picture of the process and outcomes.

Coaching  Support


The coach will have a series of sessions with the coachee to review the coachee’s progress on his/her goals.


In addition, the coach may provide “situational” coaching, that is, coaching to address a current issue of the cochee. That issue may or may not be directly linked to a specific goal; although there is usually a correlation.


This phrase is very dynamic and fluid, frequently combining elements of the prior phrases. Specifically, the coach may be gathering ongoing “assessment” data from the coachee’s accounts or ongoing observation of the coachee.


Similarly, new insight and feedback may occur as the coach works with the coachee to achieve his/her goals and new challenges are uncovered. It is also important to note that the coaching sessions involve constant re-evaluation of the goals, and as necessary, modification, elimination or additions may occur.


To help the coachee:


  • Implement the action plan successfully
  • Maintain the needed commitment and motivation
  • Overcome blocks and explore options, when “stuck”
  • Learn from mistakes

Accountability Check


Occasionally, the coach contacts the coachee’s manager and a few key colleagues to obtain updates on the coachee’s progress on the goals. If necessary, the coachee needs to get alignment with the manager on new and/or adjusted goals


To benchmark (to feedback from) what progress the coachee is having from the perspective of the manager/key colleagues. Coachee can make corrections as necessary. This step is to help hold the coachee accountable for the goals with the aid of key colleagues.



The coach will conduct a customized written 360-degree survey that seeks feedback on from key co-workers on how coacheee has progressed with respect to his/her developmental goals. The inputs include numerical ratings as well as qualitative comments.


An evaluation of the degree of the progress made in the coaching and a decision if additional coaching or periodic “check-in” is necessary to solidify and maintain progress/success.

Wrap-up Session between coachee and coach




To discuss the post-assessment and review key learnings.

Post-Tripartite Meeting


This will be a final review between coachee, coach and manager.


The coachee is encouraged to share the post-assessment report with his manager.

Program Duration:

All phrases of coaching – for 6 to 12 months of between 20 to 24 hours of coaching  

(inclusive of Pre-assessment (but not the 360 interviews), Feedback and Insight sessions, Goal setting session, Tripartite meetings, Coaching support sessions, Post-assessment survey, Wrap-up session)