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With thanks to our university sponsors, the Sherpa Executive Coaching Survey is a research project now in its seventh year. In this report, we study executive coaching, the ultimate in leadership development. You will discover how to make the most of coaching as a service for your organization, or as a career for yourself. Managers, executives, business and organizational leaders will find the first half of this report of particular interest, all the way through the sections on standards of practice and coaching processes. Those in the coaching business will see that the second half of this report gives them what they need to know about their industry, from the inside out. It’s not clear to everyone what executive coaching really is. Let’s draw some lines. There are three broad areas of coaching: sport, personal and business-related coaching. In business, there are two general fields of endeavor, commonly termed ‘executive coaching’ and ‘business coaching’. At Sherpa Coaching, like many others, we work entirely in the realm of business behavior. We use the term ‘executive coaching’ to describe our work. “Business coaching” has become a replacement term for consulting. For the first time this year, we created a new category for business coaches (working to develop client’s knowledge and skills) in addition to our category for executive coaches (working on business behavior). This allows us to produce our clearest distinction ever between executive coaches and others who come from HR and training, consulting and other professional positions. Here’s our widely-accepted definition of executive coaching: “Executive coaching means regular meetings between a business leader and a trained facilitator, designed to produce positive changes in business behavior in a limited time frame.” * |
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| Sherpa Executive Coaching | 513.232.0002 | info@sherpacoaching.com |
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This is an extended version of information contained in the seventh annual Sherpa Executive Coaching Survey. |
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