Executive Coaching Formats

• Coaching
• Leadership
• Performance Management

Rahul Sethi

Leadership Coach and Trainer

Executive Coaching formats refer to the different ways executive coaching is structured and delivered to leaders, depending on their goals, organization needs, and preferred learning styles. The learning style reminded of few courses like Executive coach, ICF coach training or ICF certifications that one can do to enhance your career.

Here are the main Executive Coaching Formats:

1) One-on-One Coaching:

A personalized coaching engagement between a single executive (coachee) and a professional coach. The process is confidential, goal-driven, and tailored to the executive’s unique challenges, leadership style, and aspirations.

• The most common format.
• Personalized sessions between the coach and the executive – Executive coach, ICF coach.
• Focuses on individual leadership goals, performance, and development needs.

Typical Structure

1. Initial Assessment – Identify strengths, gaps, and goals (may use tools like 360° feedback, psychometrics).
2. Coaching Agreement – Define scope, duration (commonly 6–12 months), and success measures.
3. Regular Sessions – 60–90 minutes each, typically biweekly or monthly.
4. Action & Reflection – Executive applies insights between sessions.
5. Progress Review – Track outcomes, recalibrate goals if needed.
6. Closure & Future Plan – Ensure learnings are sustained.

2) Team Coaching:

is a collaborative coaching format where a coach works with an entire leadership or functional team (rather than an individual). The focus is on improving collective performance, communication, alignment, and trust so the team functions at its highest potential.

• The coach works with an entire leadership team.
• Helps improve collaboration, communication, and alignment with organizational goals.
• Builds collective leadership capability.

Typical Structure

1. Team Assessment – Use surveys, interviews, or tools (e.g., team 360° feedback) to identify strengths and gaps.
2. Contracting & Goal Setting – Define collective goals, expectations, and measures of success.
3. Coaching Sessions – Conduct regular team workshops (half-day or full-day), combined with live observation of meetings.
4. Reflection & Feedback – Team reflects on dynamics, communication, and behaviors.
5. Action Planning – Apply insights to real business challenges.
6. Progress Reviews – Track collective improvement, recalibrate if necessary.
7. Closure & Sustainability – Ensure new habits and culture are embedded.

3) Group Coaching:

involves a coach working with a small group of leaders (often 5–10 participants) at the same time. Unlike team coaching, the members don’t necessarily work together day-to-day. Instead, they come together to learn, share experiences, and grow collectively while still working on individual goals.

• Several leaders (not necessarily from the same team) coached together in a structured group setting.
• Encourages peer learning, shared experiences, and networking.

Typical Structure

1. Participant Selection – Identify a group of leaders with similar development goals or challenges.
2. Kick-off Session – Establish group norms, trust, and objectives.
3. Regular Sessions – 90–120 minutes, every 2–4 weeks, facilitated by the ICF coach.
4. Individual Reflection – Each member applies insights to their own role.
5. Peer Learning – Members share progress, offer feedback, and support one another.
6. Closure – Review growth, capture learnings, and set post-coaching commitments.

4) Virtual/Online Coaching:

is delivered through digital platforms (Zoom, MS Teams, Google Meet, or dedicated coaching apps) instead of face-to-face sessions. It provides leaders with the same benefits as traditional coaching but with greater flexibility and accessibility.

• Conducted through video calls or digital platforms.
• Flexible, cost-effective, and accessible for global leaders.

Typical Structure

1. Onboarding & Setup – Agree on platforms, frequency, and confidentiality protocols.
2. Virtual Assessments – Use digital tools (360° feedback, psychometrics) to set goals.
3. Regular Coaching Sessions – 60–90 minutes via video call, typically biweekly or monthly.
4. Between-Session Support – Use chat, email, or apps for reflection and accountability.
5. Progress Tracking – Online dashboards or check-ins to measure growth.
6. Closure & Sustainability – Summarize outcomes and provide digital resources for ongoing growth.

5) Blended Coaching:

combines in-person and virtual coaching sessions (and sometimes digital tools, workshops, or group interactions) to provide a flexible and well-rounded development experience. It merges the depth of face-to-face coaching with the convenience of online coaching, often supported by assessments, e-learning, or peer discussions.

• Combination of in-person and virtual coaching.
• Often supported by digital tools, assessments, and follow-up check-ins.

Typical Structure

1. Kickoff (In-Person) – Initial deep-dive session to build trust, set goals, and align expectations.
2. Regular Virtual Sessions – Biweekly or monthly video sessions for continuity.
3. Periodic In-Person Check-ins – Quarterly or milestone-based face-to-face sessions.
4. Digital Learning Tools – Online reflection exercises, coaching apps, or leadership resources.
5. Progress Tracking – Combination of in-session reflection and digital dashboards.
6. Closure (In-Person or Virtual) – Review progress, capture learnings, and define next steps.

6) Situational/Short-Term Coaching:

is a focused, time-bound coaching engagement designed to help an executive address a specific challenge, transition, or opportunity. Unlike long-term coaching, it is intensive, targeted, and results-driven, often lasting from a few weeks to 3–6 months.

• Focused, time-bound coaching to address a specific challenge (e.g., managing conflict, preparing for a promotion, or improving executive presence).

Typical Structure

1. Rapid Assessment – Quick identification of goals, challenges, and success measures.
2. Coaching Agreement – Set timeframe, frequency, and focus area.
3. Intensive Sessions – 45–90 minutes weekly or biweekly.
4. On-the-Job Application – Executives apply strategies immediately between sessions.
5. Check-Ins – Brief touchpoints (emails, calls) for accountability and reinforcement.
6. Closure & Transition – Summarize key learnings and ensure readiness for the future.

7) Long-Term Developmental Coaching:

is a sustained coaching engagement (typically 6–18 months or more) focused on deep, lasting growth in leadership capabilities, mindset, and behaviors. Unlike situational coaching, which solves immediate challenges, this format emphasizes transformational change aligned with both the executive’s career trajectory and organizational goals.

• Extended engagement (6–12 months or more).
• Focuses on sustained leadership growth, mindset shifts, and strategic career development.

Typical Structure

1. Comprehensive Assessment – 360° feedback, psychometrics, interviews to define strengths and growth areas.
2. Goal Alignment – Co-create long-term goals tied to both individual aspirations and organizational needs.
3. Regular Coaching Sessions – 60–90 minutes, monthly or biweekly, across 6–18 months.
4. Action Plans & Reflection – Leaders implement insights between sessions.
5. Periodic Progress Reviews – Formal check-ins with stakeholders (HR, sponsors, boards if applicable).
6. Sustainability Practices – Embedding new habits, mentoring others, peer coaching.
7. Closure & Transition – Review progress, document learnings, and create a roadmap for continued growth.

Conclusion:

Executive coaching comes in multiple formats—from one-on-one, team, and group coaching to virtual, blended, situational/short-term, and long-term developmental coaching. Each format serves a distinct purpose:

The choice of format depends on the leader’s goals, organizational context, time horizon, and resources. When applied thoughtfully, executive coaching is not just a tool for individual growth—it becomes a strategic investment that enhances leadership capacity, drives organizational performance, and builds resilient, future-ready leaders.