For this article we spoke to Executive Coach Kerry Little to find out about the various forms of executive coaching and how they differed from each other.

Executive training is about advancing the performance of individuals in leadership roles, and mainly, it has to do with strengthening their aptitude to captain and also affect the output of the people, groups and the divisions they lead.

Broadly speaking there are three classifications of executive coaching: behavioural change coaching, personal productivity training, and ‘energy’ training.

In this post we will very quickly illustrate each of these coaching approaches as well as explain the advantages that come from the behavioral training strategy, so visitors can more thoroughly recognize just what behavioral training is, and also why it is likely to be the most effective executive coaching method readily available for career executives desiring expanded performance in their capacity to enhance the result of the teams and divisions they lead.

Personal productivity training is about reviewing sections of efficiency, efficacy and also personal performance, essentially, it has to do with equipping executives to do more by prioritising better, drawing the utmost from modern technology, obtaining clarity on their goals and so on, so the focus is on the executive himself.

Energy training is about exposing and moving beyond limiting beliefs as well as emotionally charged responses, as well as exchanging them with supportive, empowering views that result in even more valuable and consistent action, so the focus is on the individual development of the leader.

Behavioural coaching differs from the previous two techniques in that it’s about objectively evaluating a leader’s individual leadership type, and the way this alters their ability to perform with and via others, in order to help their people to fulfill their individual KPI’s.

So behavioural training varies from the previous two training approaches in the sense that the emphasis is on pinpointing as well as measuring the ramifications an individual’s leadership form has on the productivity of others. In other words, it’s about training the leader to become even more successful at influencing other people to be more productive, rather than trying to be more and more productive on your own.

Ideally, behavioural coaches want to work with people who are already successful leaders, to aid them to develop into even more successful leaders and the case for behavioural training being more useful compared to various other kinds of executive coaching is that most effective leaders are already fairly experienced in guiding their own energy and personal productivity, yet might not appreciate just how their personal leadership style influences the personal effectiveness of their accountable team leaders, teams as well as their department. Essentially, while they are quite experienced achievers, they may be ignorant of how their individual leadership type affects others.

By determining their leadership approach and guiding the leader on an examination into just how this influences their ability to work with as well as by way of others, behavioural training can aid executives to remove previously unidentified limits to performance in addition to productivity, both dependably and expediently.

So how long does it take to attain measurable improvement in the effectiveness of a leader with behavioral training? The answer is, generally only about six months. This is a fairly short time period when the end result is a capability to consistently and assuredly elicit suchpowerful gains right through a division and a company.