What Is Executive Coaching? A Clear Guide for Senior HR & L&D Leaders

If you’re an HR, L&D, or Talent leader, you’ve likely been asked, “Can we bring in an executive coach?”. Executive coaching is a high-impact, tailored process designed for senior leaders who operate in fast-paced, complex environments. It’s not a ‘nice-to-have’ perk. When done well, it delivers measurable results for both the leader and the organisation. In this guide, I’ll cut through the noise, explain exactly what executive coaching is, and show how to make it a worthwhile investment.

What Executive Coaching Really Means

At its core, executive coaching is a confidential partnership between a senior leader and an external coach. The focus is on the leader’s goals, performance, and growth in the context of the organisation’s strategy.

Key differences from other coaching or training:

• It’s bespoke: Every conversation is tailored to the leader’s role, challenges, and objectives.

• It’s strategic: Sessions link directly to organisational priorities, not just personal development.

• It’s results-focused: Progress is measured and shared (with the leader’s consent) so stakeholders see value.

What It Isn’t

• Not mentoring: We don’t tell leaders what to do; we help them find their own best solutions, empowering them for the future

• Not therapy: Coaching may explore beliefs and behaviours, and it’s future-focused

• Not a tick-box exercise: Poorly scoped coaching risks wasting budget and losing credibility

The ROI of Executive Coaching

Our latest client impact report shows over 400% ROI from executive coaching.

How to Choose the Right Partner

When the stakes are high, titles and badges are not enough. Look for:

• Verified executive experience, not just a qualification. Coaches who have demonstrably coached at the very top level, for example, C-Suite, with checked references from those leaders.

• Human-led coach matching. A thoughtful match based on role, context, style, and challenge, not an algorithm alone.

• Measurement built in. Clear success criteria, stakeholder touchpoints, and visible impact.

• Sponsor alignment and practical governance. Start, mid, and end check-ins that keep the work connected to business outcomes.

Why It Matters Now

In 2025, senior leaders are facing increased pressure to navigate change, engage diverse teams, and deliver results in uncertain markets. According to CIPD research, organisations that embed coaching see higher levels of trust, resilience, and retention among senior leaders.

Recent Gartner esearch also highlights that only 32% of business leaders report achieving healthy change adoption by employees — a gap that effective executive coaching can help close.

What It Looks Like in Practice

At The Leadership Coaches, a typical executive coaching engagement looks like this:

1. Matching

Human-led matching to the right executive coach, based on role, sector context, style, and challenge. Our executive coaches have proven, verified experience coaching C-suite and other senior executives, not just a qualification.

2. Scoping

A clear scope with the leader and sponsor that connects goals to business priorities and ways of measuring progress.

3. Coaching

Regular 60-minute 1:1 sessions over an agreed period, usually 6 to 12 months.

4. Measuring impact

Start, mid, and end sponsor triads, to review impact and return on investment.

Final Thought

Executive coaching is an investment in leadership performance and organisational success. The key is to ensure it’s done with purpose, precision, and partnership.

Talk to us about Executive Coaching that delivers.