Executive coaching, anchored by EI leadership

• Clarity & direction. Cutting through complexity to identify what matters most, your priorities, your leadership edge, and the specific changes that will make the biggest difference.
• Self-awareness. Understanding the beliefs, patterns, and blind spots that either enable or limit your leadership, and developing the ability to choose your response rather than react.
• Performance acceleration. Working through the specific challenges and transitions that are holding back your impact, and building the capabilities to navigate them with confidence.
• Sustainable leadership. Developing the resilience, emotional intelligence, and self-regulation to lead sustainably, performing at the highest level without burning out.

For senior executives, directors and leaders in transition, one-to-one coaching with ICF- and EMCC-accredited coaches begins with goals, confidentiality and an agreed development focus. An EI leadership 360, 180 or self assessment can inform that focus; the feedback is explored with the leader, then linked to actions at work. Whether sessions are in person or virtual, session count, cadence and assessment choices are scoped by proposal, not sold as a standard package. Explore EI leadership assessment, the free EI Leadership Audit and EI Leadership 360/180 Feedback and Workplace Coaching in the library.

Executive coaching pricing is agreed by proposal. Cost depends on the coaching scope, assessment and feedback requirements, delivery arrangements and evaluation requested. Request a scoped quote and confirm whether VAT and expenses apply before procurement. A workshop price in the library is not an executive coaching price.

Jones, Woods and Guillaume's workplace-coaching meta-analysis (2016 issue; first online 2015) synthesised 17 studies and found positive average associations with organisational outcomes (δ=0.36 overall). It excluded manager-subordinate and peer coaching; the average does not guarantee an individual's result. Define success up front: specific leadership behaviours, stakeholder feedback and decisions made differently. Review progress against the agreed goals and, where appropriate, compare EI leadership feedback later; do not attribute every change to coaching alone. See executive presence and coaching versus mentoring.

If an organisation is paying, clarify the sponsor's goals, confidentiality boundaries, deliverables, assessment consent, invoicing and VAT treatment in the proposal. Is executive coaching tax deductible? The answer depends on who pays, the business purpose and the applicable tax rules. Ask your accountant or tax adviser to assess your circumstances; we cannot promise deductibility or provide tax advice. For managers rather than executives, explore management coaching.

Our Executive 360 Coaching is tailored entirely to the individual, starting from an EI leadership 360 diagnostic. Common focus areas include:

• Executive presence and influence

  Developing the gravitas, communication style, and strategic influence to lead effectively at the most senior levels, in the boardroom, with investors, and across complex organisations.

• Emotional intelligence development

  Building the self-awareness, emotional regulation, empathy, and relational skills that distinguish truly exceptional leaders, anchored by an EI leadership 360 diagnostic and focused coaching practice.

• Leadership transition coaching

  Supporting leaders through significant transitions: first executive role, new organisation, expanded scope, or M&A integration, accelerating effectiveness in the new context.

• Stakeholder navigation

  Developing the political intelligence, influence strategies, and relationship skills to manage complex stakeholder environments at board and executive team level.

• AI leadership coaching

  Building the mindset, decision-making frameworks, and leadership capabilities to thrive in an AI-augmented organisation, leading with confidence through technological uncertainty.

• Resilience and wellbeing

  Developing the psychological resilience, stress tolerance, and sustainable performance strategies that enable long-term high performance without sacrificing wellbeing.

Every Growth Performance executive coaching engagement is anchored by an EI leadership 360 diagnostic, the default starting point for senior leaders working with us. We capture feedback from line managers, peers, direct reports and other stakeholders against six emotionally intelligent leadership behaviours: self-awareness, awareness of others, authenticity, emotional reasoning, self-management and positive influence.

The result is a robust, validated baseline that turns coaching from a conversation into a measurable development engagement, with a clear before-and-after picture of leadership impact.

• 360 stakeholder feedback against six emotionally intelligent leadership behaviours
• Detailed personal report with self versus rater gaps and development priorities
• Optional follow-up assessment at an agreed review point to inspect behaviour change
• Self and 180 versions available where a full 360 is not the right fit

Explore EI leadership assessments or try the free EI Leadership Audit.