Executive Leadership Coaching - FAQs

  • Executive leadership coaching is a personalised, reflective partnership that supports senior leaders to think more clearly about how they lead. It provides structured space to explore leadership challenges, test assumptions, and strengthen leadership effectiveness in complex environments. It is not therapy or training, but a focused development process shaped around your role, responsibilities, and organisational context.

  • Executive leadership coaching is suited to senior leaders, executives, directors, and professionals with significant responsibility. It is particularly valuable for those navigating complexity, organisational change, increased accountability, high-stakes decision-making, or leadership transition.

  • Coaching can be especially helpful if you are reflective about how you lead and curious about your own thinking. You do not need to be struggling. Many experienced leaders choose executive coaching to gain perspective, improve decision-making, navigate complexity, or create a protected space for thinking within demanding roles.

  • Executive coaching is future-focused and tailored to the individual leader. It does not involve advice-giving based on the coach’s personal experience, nor does it follow a fixed training curriculum. It also differs from therapy in that it does not address clinical or psychological treatment needs, focusing instead on professional leadership development.

  • Coaching sessions are confidential, one-to-one conversations. Together, we explore live leadership challenges, examine patterns of thinking, and identify insights or actions that support clarity, confidence, and effectiveness between sessions.

  • Executive coaching is supportive, but not superficial. It involves honest reflection and thoughtful challenge, always guided by your goals, your leadership context, and what feels appropriate for you at the time. The pace and depth are shaped collaboratively.

  • The length of an executive coaching programme varies depending on your goals, role, and context. Many leaders choose to work over several months to allow insight, reflection, and behavioural change to embed meaningfully and sustainably.

  • Yes. Confidentiality is fundamental to effective executive coaching and underpins the trust required for open, honest reflection. Everything discussed remains private and handled with professional integrity.

  • You remain fully in control of what you choose to bring to coaching. The focus is professional leadership practice, and discussions are guided by what feels relevant, useful, and appropriate for you.

  • The initial conversation is designed to explore fit on both sides. Executive coaching works best when there is trust and clarity, and there is no obligation to continue if it does not feel right for you.

  • The first conversation is exploratory and informal. It provides space to discuss your leadership context, what has prompted your interest in executive coaching, and whether the approach feels aligned with your needs and expectations.

  • Once it is agreed that coaching feels appropriate and valuable, sessions can usually begin promptly. Scheduling is flexible and shaped around your availability and workload.

  • Executive coaching programmes are tailored to individual needs, so pricing varies depending on scope, duration, and frequency. This is usually discussed transparently following an initial discovery conversation.

  • Many senior leaders value having a dedicated, impartial space to think. Executive coaching offers the opportunity to reflect with someone trained to listen carefully, challenge constructively, and support clearer decision-making, rather than carrying complex leadership pressures alone.

  • While outcomes vary, leaders often report increased clarity, stronger decision-making, improved confidence in complex situations, greater self-awareness, and more intentional leadership impact. Coaching supports sustainable change rather than quick fixes.

  • Executive leadership coaching is specifically designed for senior roles with high levels of complexity, responsibility, and accountability. It takes into account organisational systems, power dynamics, regulatory or governance contexts, and the realities of executive decision-making.

Created by White Knight Marketing

All rights Reserved Sharon Dyke Executive Leadership Coach and Mentor 

Created by White Knight Marketing

All rights Reserved Sharon Dyke Executive Leadership Coach and Mentor