There are many good business publications that document both the processes and the tools that executive coaches use. However, there is a big difference between reading about the techniques and applying them. Not many people would attempt to act as their own doctor by reading a medical manual. And, medical doctors will not treat their own families because the loss of objectivity poses a real danger to their judgment. Similarly, no enlightened person will represent himself or herself legally after reading a law book, although it is sometimes done. Recall the old adage, “He who represents himself has a fool for a client.”

With the introduction of formal processes and the maturation of the executive coaching skill, the field has reached a new level of sophistication. Reading about these techniques will not allow their effective application. Today, the best executive coaches are those who are formally trained and certified.

The simple answer is they address any behavior that hinders the executive’s ability to achieve their personal best. Among the areas in which coaches most commonly work with clients are:

• Communications
• Leadership
• Decision-Making
• Time Management
• Listening
• Problem Solving
• Negotiating
• Professional Development
• Business Relationships
• Accountability

As long as the client is committed to improving his or her performance, executive coaching will result in a positive change for them and consequently for their teams and organizations. The extent of this impact varies depending on the depth the client’s commitment and, at times, the skill of the coach. Even if the client has not mastered all the techniques the coach has provided, simply being able to consult with an impartial trusted advisor nearly always improves the client’s effectiveness.

Executive coaching is a valuable tool for any leader, executive, or professional committed to improving their performance, regardless of the venue in which they work. Although it was born in the corporate world, executive coaching works extremely well for doctors, lawyers, accountants, and educators – essentially anyone who wants to learn or improve their management and leadership skills.

In today’s environment, the term “executive” may be a misnomer. Coaching will provide the same benefits to any manager, no matter where they are in the organization. But, because personal coaching can be expensive, most companies reserve it for executives and high potential performers.

Private clients are increasingly hiring executive coaches. These are people with drive, awareness, and a commitment to achieving personal career success.

There was a time when the calling in of an executive coach was a signal that an executive was not performing and needed help. Those days are long gone. Although coaching can be a very beneficial aspect of a performance improvement program, the majority of today’s executive coaching is applied to high performers. Of companies hiring executive coaches, 85% said the reason was to sharpen leadership skills of high potential individuals while 70% were looking to correct behavioral problems.

An interesting side note: A colleague of mine was recently asked to establish a new executive coaching program within a major corporation. The program would initially be on a voluntary basis for senior management. The first applicants, and those most eager to acquire coaches, were the executives with the highest performance ratings. Today’s top performers understand that executive coaching is a valuable asset in achieving outstanding results.