Coaching for Skills

In this type, the coaching process is specifically focused on the executive's current task. The coach helps the coachee learn specific skills, attitudes and behaviors that will directly improve work performance. Few typical skills include, making a successful presentation, leading a successful team meeting, negotiating and delegating etc., Executives can apply their new skills and behaviors promptly at the workplace because the needs are clear and specific.

Coaching for performance

Coaching for performance specifically involves learning that improves the executive's effectiveness in a current job. It focuses on establishing and developing executive competencies in a current position. Coaching for performance can also help change individual's behavior and correct problems by confronting ineffective attitudes or other motivational issues, alleviating performance problems. This coaching can help executives to practice and apply new skills.

Coaching for development

As the name suggests, coaching for development focuses on the executive's future career or a new leadership role. Typically, the executive needs to prepare for advancement by strengthening leadership skills and to address long-term development needs. Coaching for development involves more time to reach clarity and consensus and to realize potentially far reaching changes than other forms of executive coaching.

Coaching for the Executive's agenda

Coaching for executive's agenda deals with broader purposes - the continual life results and well-being an executive wants. Coaching may be tied to an organization's priorities. The coach, as an objective outsider and "talking partner" questions and engages the executive on major issues. Coach in this role helps the executive obtain valid data to address specific issues or concerns. Business examples include mergers and acquisitions, productivity and quality improvement, executive leadership transitions, turnarounds and coping with explosive growth.