Coaching endows leaders with a wide scope of innovation that subsequently emanates anomalous solutions. It also attributes developing the ability to manifest preeminent qualities in employees.

Leadership coaching is a peer-to-peer language expressed in a dialogue of learning process where the coach navigates the leader through a series of conversations, exercises and activities designed to help sharpening his skills. Coaching

can be used for numerous leading positions, and organizations of any sort.

The coaching relationship is often confidential, designed to provide support whilst inculcating emotional intelligence and self-awareness. Coaches typically preserve an outward perspective regarding the leader’s alignment, which renders a positive environment for both parties to function objectively and creatively.

The ultimate objective of leadership coaching is for leaders to not only contribute successfully in their current position but also achieve both maximum personal professional growths simultaneously.

Leadership coaching is typically conducting over a course of 2 to 8 months, consisted of three phases:



The Leadership Coaching process is most effective when approached by a skilled leadership coach who understands the leader’s charged situation, provide support. Furthermore, collaboratively he works with stakeholders to set goals and execute plans, ensuring that the coaching process is executed efficiently in order to achieve acclaimed results. A well-qualified leadership coach who is setting up roughly to hold a minimum of 10 - 15 years’ experience in -at least- two of these areas: business or industry, business performance improvement or business training, counselling psychology or counselling practice.


Leadership coaching is an urge growing globally, with 60 countries estimated to accompany coaches on board with their national teams. Coaching is a one-on-one process, which focuses on the individual interventions, to help decipher one’s full potential.


The primary role of a coach is to mandate the leader’s performance appraisal capacity by coaching his skills, behaviours and abilities. Such approach requires an intensive personal focus on the progress inwardly through the couching process, which unleashes mastering self-awareness, self-confidence and generic competence in fulfilling personal goals.


The coaching process is based on the three Es of coaching:


Leadership coaching is used for various purposes including developing the leader’s ability to address change, activating self-awareness and leadership capabilities. Those capabilities are to conduct project management skills, organizational and interpersonal development. So that can be used at different stages of a leader’s career. For example when he embarks a new career, coaching will help the leader to become familiar with the organization, also with his co-workers and industry peers. Another example is when a leader has been in a role for some time, but he has not achieved some desired goals. Coaching will focus on helping him to achieve these goals. Moreover, coaching can be used as a tool to help leaders to prepare for a significant leadership transition. For example, when a person has promoted to a new position where he will have more responsibilities and greater expectations of performance.


Coaching is not often used until the leader has already been in his role for some time. The process of coaching works in best way with experienced leaders who have been growing in their roles, but have not achieved their full potential. Coaching will help them to discover their points of authority and gain the required skills needed. Coaching sessions are usually held during working hours, at least twice per year or more, that depending on individual needs.