Executive Coaching

Posted by: Dr. Justin D'Arienzo, Psy.D., ABPP

Executive Coaching

Executive Coaching was written by future Industrial Organizational Psychologist, Brandon Araujo, for D’Arienzo Psychological Group in May 2014.

1)      What is it?

Executive coaches are typically hired to teach newly promoted managers/executives on how to successfully become the best leader possible. These coaches focus on many skills required from managers/executives including evaluating performance, setting team goals, dealing with conflict and motivating teams.

2)      How is it done?

Coaching focuses on what the client wants and utilizes a process through the one-on-one coaching sessions to enable the client to self-discover, learn and determine their own answers. It is the client who determines the goals and commits to their goal, while allowing the coach to assist them throughout the process and hold them accountable. Most executive coaches use the following steps as a backbone to the coaching process:

  1. Assess: The methodology of assessing a client is variable depending on the needs of the client, the organization and the tools the coach has.
  2. 2. Set goal(s): Based on the information gathered in the assessment phase, the coach will assist the client in setting professional/personal goals.
  3. 3. Develop a written coaching plan: Once the client’s goals are articulated, a written action plan, including action steps, measures, and milestones, are developed.
  4. 4. Gain sponsor support: The coaching action plan is presented to the coaching sponsors (usually the client’s manager and often someone in HR or OD/LD) for their suggested changes, approval, and ongoing support.
  5. 5. Implement the plan: The plan is now ready to be implemented. The coach and client will schedule regular meetings to reflect on the actions the client is taking and discuss adjusting them when necessary.
  6. 6. Measure and reassess: Some assessment via the client’s stakeholders to ask them what they have observed that the client may be doing differently should be conducted at some point. The individuals being coached may also be encouraged to ask for feedback on a regular basis. Some coaches may also check in with the executive’s boss.
  7. 7. Transition to long term development: Once the client’s goals are achieved, the coach will help them to transition to long term development plans. A new development plan can be devised, which is shared with the executive’s boss and/or HR. Their pledge of support creates continued accountability once the coach is gone.

3) Who does it?

Executive coaches can range from individuals with a Ph.D. in clinical psychology or industrial organizational psychology or someone with a bachelor’s degree in business management and everything in between. Due to these diverse backgrounds many coaches tend to focus on a certain aspect of coaching such as improving productivity, relationship building, or enhancing job satisfaction. This is why it is very important for individuals looking for an executive coach to figure out what it is they wish to improve on and to find a coach best suited to satisfy their needs.


Contact D’Arienzo Psychological Group today at 904-379-8094 about executive coaching and life coaching today. Our coaches are all licensed mental health professionals who have diverse backgrounds. Please see our provider tab to determine who is the right fit for you.