versus psychotherapy
In executive coaching, we empower leaders to enhance their leadership effectiveness, skills, and success. In contrast, psychotherapy focuses on addressing emotional or psychological issues, often stemming from childhood, that hinder a person’s ability to enjoy life, maintain healthy relationships, or handle everyday challenges. It helps with managing conditions such as anxiety, depression, trauma, and significant loss.
versus other coaching
Four competencies distinguish executive coaches from other coaches, as defined by the Executive Coaching Forum and the Institute of Coaching at McLean, an affiliate of Harvard Medical School. These competencies include business acumen, psychological knowledge, organizational knowledge, and coaching expertise, each of which can be demonstrated and assessed at varying proficiency levels. Two factors further differentiate the executive coaching process. First, effective coaching requires a three-party commitment among the executive, the executive’s boss, and the coach, ensuring alignment on the coaching programme and agenda. A systemic approach involves including peers, direct reports, human resources, and other key stakeholders in the program. Second, the goals of executive coaching align with and support business and organisational outcomes too.
versus mentoring
Executive coaching is performance-driven, focused on improving a leader’s effectiveness in their current role. Mentoring, on the other hand, takes a long-term approach to career development and is often needed when someone seeks immediate advice from an experienced professional in the same field. In short, a mentor provides subject matter expertise or shares insights from a career path the mentee aspires to follow, while an executive coach uses formal training to address the deeper factors that hinder executives from tackling their most important leadership challenges, and helps foster meaningful change in leadership behavior and performance.
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