1. What is executive coaching?

Executive coaching is a partnership and a creative process between a coach and a leader that aims to improve leadership effectiveness and maximize potential through raising self-awareness and practicing new skills and behaviors. The executive coaching process facilitates learning, obtaining new ideas and skills, and expanding perspective through support, challenge, championing, and feedback in the organizational context.

    2. How does coaching differ from other leadership development programs?

Coaching process creates an environment that is free from judgment, expectations, and criticism. In this kind environment, leaders are free to ask questions, experiment, observe, learn, change, and appear vulnerable without fear.

    3. Does everyone benefit from coaching?

In many cases people can benefit from coaching, but in some cases, there is no engagement despite the best efforts of coaches. There are personal or contextual issues that may keep people from forming efficiently working alliances with a coach. Sometimes executive coaching is not the best intervention and should be replaced with some other type of intervention, such as, counseling (therapy), consulting, or training.


Executive coaching is particularly useful for:

  • Successful executives and other high-potential employees who has no performance issues and interested in their further development and evolution as leaders: to receive external support, have an objective sound opinion from a coach, have continuous feedback, boost sense of fulfillment, resist stagnation and burning out.

  • Emerging leaders who is interested in developing their personal leadership style: to learn leadership styles and thinking preferences, increase self-awareness, emotional and social intelligence, cultural awareness, as well as reveal individual behavior issues, such as micro-management, perfectionism, lack of honest feedback, and so on.

  • Professionals in transition (in, out, up): to identify the best-fit career, facilitate the transition to a new career, role, organization, or industry, manage a promotion, prepare for a new role, deepen self-awareness, and get clarity and confidence.

  • Leaders who feel that their current behavior or leadership style don’t serve best their personal and professional goals: to enhance self-awareness, define cognitive and emotional barriers to goal achievement, develop more effective thinking and behavioral skills, build self-confidence and self-acceptance, receive sound feedback, develop emotional, social, and cultural competencies.

     4. How do I choose a right coach for me?

Looking for a coach who specializes in your area of need, perhaps the most important thing is to find someone you feel absolutely comfortable with. Remember that you are going to work closely with your coach, have a deep conversation, so right match is a key success factor in coaching process. I recommend to meet a prospective coach prior to starting a coaching engagement and offer a trial session to check whether you have “good chemistry” with the coach.

Additionally to “good chemistry”, what are other criteria you can be informed about?​

  • Clarity of the coaching process, coaching engagement’s structure, and price. Your coach should be clear and transparent about the process and terms. Don’t hesitate to ask your prospective coach as many questions about coaching and the coach as you want to.

  • Competencies. Check a prospective coach’s education, background, experience, a certification in coaching from a recognized institution, ask about supervision, mentoring, and other ways the coach uses to support and develop their coaching skill set.

  • Ability to challenge. Look for a coach who is ready to stretch you, encourage and evoke transformation providing you with a safe environment to experiment with new ways of thinking, try out new behaviors and approaches, as well as practice new skills.

  • Honesty. Look for a coach who is not afraid to be honest with you, even when this is “the hard truth”. Your coach should ask insightful, provocative questions supporting and challenging you.

  • Leveraging diversity. Your coach should be able to tailor their approach, goal setting, plans and experiments to you, based on your thinking, learning styles, personality traits and values, as well as cultural factors.

  • Adherence to high standards of ethical conduct. Feel free to ask what kind of ethical standards a coach adheres to.

Read more on the topic in my blog.

       5. Should the coach be an expert in my field or line of work?

In coaching, we assume that a client is an expert in their field or functional area. We never suggest business solutions or specific advice on the client’s work because this is the client’s job. The coach provides feedback, ask the right questions, help you gain fresh perspective, and develop new ways to tackle old problems. Your trustworthy collaborative relationship with your coach works much better than the coach’s industry knowledge. And nevertheless, it is helpful for a coach to have a business background and organizational acumen to understand the kind of challenges and pressures leaders face.

        6.  How often do I meet with my coach?

I offer unlimited coaching contracts for individual clients. It means that I meet with clients at least twice a month. This frequency offers time for reflection and application of skills and knowledge between sessions, while maintaining the momentum of our work together. Also, I encourage my clients to adjust the frequency to their unique situation.

       7.  Where will I meet my coach?

In order to make coaching as convenient as possible for you, I offer several options. Coaching services can be conducted in person at my office in Poughkeepsie, New York, on-site for corporate engagements, or via the video-conference and the phone for remote clients and busy executives.

       8.  How long does coaching engagement last?

Most of my coaching engagements are six months long. Some clients prefer to keep partnership with the coach for years to work through a variety of tasks or to complete a large scale initiative.

Factors that may impact the length of time include: the types of goals, the scale of change, the client’s commitment and openness to change, the frequency of coaching sessions and financial resources available to support coaching, and other unique factors.

       9.  What if I want to end my coaching engagement?

You may end work at any time you want to. I kindly ask you to notify me about your decision two weeks before the termination to provide me with time to prepare a final session that focuses on review and closure. Other terms and conditions may be included into the coaching agreement.

       10.  How will I get the most from coaching?

To benefit from coaching, the clients should:

  • Be ready for change (a change in effectiveness, a behavioral change, a change in quality of life, and so on)

  • Be ready to accept full responsibility for their actions, the impact of change they desire

  • Be open to feedback, an honest conversation, failures and setbacks as a part of learning process

  • Be willing to commit to coaching and take things seriously and responsibly

       11.  How much does coaching cost?

My coaching is competitively priced.  I set a flat fee to the term of coaching engagement. I recommend to meet me prior to starting a coaching engagement and offer a discovery session to check whether I'm a right coach for you and whether we have “good chemistry”. You can find more information on Services page.

       12.  Referral Program

Every time you recommend my coaching to your friends and colleagues, I'm happy to offer a discount to your referral and the same amount as a refund to you as my thank you. Ask me if you're interested.