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Each business case is different. We've got solutions for all of them.

What is Executive Coaching and what is the value?

Executive coaching is like a turbo boost for high potential leaders, teaming up with a coach to level up the skills, knowledge, and abilities needed to rock a leadership role. Think of it as a secret weapon for success. The outcomes include stronger communication skills, a serious boost in self-awareness and overall EQ, and the essential skills required to set and smash goals.   

In the fast-paced world of business, nailing effective communication is critical. It's the key to effectively conveying the leader's vision, goals, and expectations, sparking inspiration and productivity, and seriously boosting the leader's business performance.

Let's get real—at times, even the best leaders can get stuck.  "What got you here, won't get you there" is one of the most difficult mental transitions for anyone to make.  Tiger Woods changed his swing multiple times to achieve a higher performance level.  It wasn't easy - and he was the GOAT of golf through it all.  


Executive coaching is a critical tool for building emotional intelligence which in turn is a required competency to help the leader make the transition from "here" to "there".   It's like a GPS for leaders navigating the business landscape. It helps the leader scope out the scene, lay down clear goals, and steer the ship through changes and challenges. Because let's face it, in times of flux, a leader needs a solid game plan and a potential mindset shift to execute it.

In a nutshell, executive coaching isn't just a game-changer; it's an effective way for leaders striving for top-tier, high-performance teams and turbocharged work environments. Translation: more success, more job satisfaction—for the leader and the whole crew. At EQuest, we're all about helping leaders spot their strengths, tackle weaknesses, and address blind spots. We're here to help leaders build the A-team skills needed to crush it in business and turn "work" into a 3 letter word - "Fun!".



There are many other scenarios, and there are other benefits to executive coaching. For example...


*One-hundred executives from Fortune 1000 companies who had received executive coaching reported improvements in: Working relationships with direct reports (reported by 77%), immediate supervisors (71%), peers (63%) and clients (37%), retention of executives who received coaching (32%), teamwork (67%), job satisfaction (61%), productivity (53%), cost reductions (23 percent), and bottom-line profitability (22%).


**An 88% increase in productivity when supplementing management or leadership training with executive coaching vs a 22% productivity increase using management training alone.

Stronger internal candidates to fill senior-level roles.

A Fortune 500 company wanted to study the ROI of Executive Coaching. They found that 77% of respondents indicated coaching had a significant impact on at least one of nine business measures. In addition, they uncovered overall productivity and employee satisfaction were the most positively impacted areas (which in turn has an impact on customer satisfaction, employee engagement, quality, annualized financial results, and more). In all, their study concluded that

Executive Coaching produced significant results in employee retention, productivity, and financial results.  (Executive Briefing: Case Study on the ROI of Executive Coaching, Merrill C. Anderson, Ph.D., MetrixGlobal, LLC)

Manchester, Inc. surveyed 100 executives, most of which were from Fortune 1000 companies. Their research showed that a company’s investment in Executive Coaching realized an average ROI of almost six times the cost of the coaching. (Maximizing the Impact of Executive Coaching, The Manchester Review, 2001, Volume 6, Number 1, Joy McGovern,

According to the International Coaching Federation (ICF), 86% of organizations saw an ROI on their Coaching engagements, and 96% of those who had an Executive Coach said they would repeat the process again. Behind these results were tangible as well as intangible factors. Tangible factors were areas such as increased productivity, higher levels of overall employee performance, reduced costs, growth in revenue and sales, higher employee retention, and higher engagement of employees. Intangible factors were increased confidence of those being coached, improved communication, stronger employee, and peer-to-peer, and key stakeholder relationships.

In their article, “How’s Your Return on People?” (Harvard Business Review, March 2004), Laurie Bassi and Daniel McMurrer note that three stock portfolios comprised only of companies that "spend aggressively on employee development" each outperformed the S&P 500 by 17 - 35% during 2003.​


*McGovern J, LIndemann M, Vergara M, Murphy S, Barker L and Warrenfeltz R. Maximizing the impact of executive coaching: Behavioral change, organizational outcomes, and return on investment. The Manchester Review, 6, 1, 2001

**Olivero G, Bane KD, and Kopelman RE. Executive coaching as a transfer of training tool: Effects on productivity in a public agency. Public Personnel Management, Winter, 126, 4, 1997, 461- 469

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