The term ‘executive coaching’ does not imply an organisational position and does not exclude anybody from this work. Also, the current heavy focus on coaching for ‘leadership’ is more productively interpreted as helping the individual to achieve their career aspirations and desires whatever they are.
My practice reflects psychodynamic principles. The approach recognises that our thinking, thoughts, emotions, and motives, are developed throughout life and are predominantly unconscious and affect us in ways we cannot understand or explain. Frequently coaching clients experience:
- Less than expected performance
- Repetition of difficulties in meetings, one-on-one or staff and teams
- Planned outcomes are not achieved
- Relationships become conflictual
- Concern for own expertise or role demands
- Aspirations beyond the current situation
- Impact of issues beyond the organisation
- The anticipation and effects of change
However there are a great many reasons and in my experience dealing with whatever is of concern to you is the the focus.
Ensuring measurable effects of coaching are a paramount requirement I have developed and published measurement approaches in difficult areas since my time at the university. Reference to these is on the bibliography page.