What is the Time Commitment for Executive Coaching?

The time commitment for executive coaching varies depending on the goals, structure, and frequency of sessions, but it typically involves the following:

Time Commitment:

1. Coaching Sessions: Most executive coaching engagements consist of one-on-one sessions lasting between 60 and 90 minutes. These sessions may occur weekly, bi-weekly, or monthly, depending on the executive’s goals, schedule and the pace of progress.
2. Preparation and Reflection: In addition to the formal coaching sessions, the individual is encouraged to spend time preparing for each session and reflecting on key takeaways afterward. This may involve completing online learning, reviewing feedback, or working through specific leadership challenges. The time required for this varies, but executives should plan to invest a few hours between sessions.
3. Application in the Workplace: One of the most critical aspects of coaching is applying the insights gained during the sessions to real-world situations. This ongoing practice is where much of the development occurs, as executives test new behaviours, strategies, and approaches in their day-to-day leadership roles.

Accountability for the Individual:

1. Active Participation: For coaching to be effective, the executive must be fully engaged and committed to the process. This means being open to feedback, participating actively in sessions, and setting clear, actionable goals.
2. Openness to Change: A willingness to change behaviour and mindset is key to getting the most out of coaching. This may involve stepping outside of one’s comfort zone, experimenting with new leadership approaches, and confronting areas of improvement head-on.
3. Ownership of Development: The individual is responsible for taking ownership of their progress. This includes completing any assigned tasks or exercises between sessions, reflecting on the feedback provided, and being proactive in applying insights to their leadership challenges.
4. Regular Feedback and Accountability: The coach will help hold the individual accountable by tracking progress toward goals, but the executive must also take responsibility for measuring their own success. This includes regularly reviewing their goals, seeking feedback from peers and colleagues, and adjusting their approach as needed.