Executive Coaching Glossary: 50 Key Terms Explained

Navigating the world of executive coaching can sometimes feel like learning a new language. As a leader operating in the dynamic markets of Europe and the Middle East, understanding the specific terminology is crucial for maximizing the benefits of any coaching engagement. Whether you’re considering hiring an executive coach, are currently in a coaching program, or simply want to enhance your leadership vocabulary, this executive coaching glossary provides clear definitions for key terms you’re likely to encounter. Consider this your quick reference guide to the essential concepts, acronyms, and definitions shaping modern leadership development.

Foundational Coaching Concepts

Understanding the bedrock principles is the first step. These terms define the nature and scope of executive coaching and related development activities.

Executive Coaching

A one-on-one development process contracted between an organization, an executive, and a professional coach. Its primary aim is to enhance the executive’s leadership performance, decision-making capabilities, and overall contribution to the organization’s goals. It focuses on current challenges and future potential.

Leadership Development

A broader term encompassing various activities designed to build the capabilities of leaders within an organization. Executive coaching is often a key component, alongside training programs, assessments, mentoring, and experiential learning.

Coaching vs. Mentoring

While both involve guidance, coaching focuses on unlocking the coachee’s own potential through questioning and self-discovery to improve performance. Mentoring typically involves a more experienced individual sharing their knowledge, skills, and advice based on their own career path.

Sponsorship (in Coaching)

Refers to the individual or entity within the organization (often HR or a senior leader) who initiates, supports, and often funds the executive coaching engagement. They help define the organizational context and desired outcomes.

Coachee/Client

The executive receiving the coaching. They are the primary focus of the engagement, responsible for setting goals, taking action, and driving their own development.

Stakeholder

Individuals within the organization who have a vested interest in the coachee’s development and performance (e.g., direct reports, peers, line manager, sponsor).

Confidentiality

A cornerstone of coaching. Information shared by the coachee during sessions is kept private between the coach and coachee, except under specific, pre-agreed conditions (like illegal activity or harm). Agreements often outline how progress is reported to sponsors without breaching confidentiality.

Key Coaching Models & Frameworks

Coaches often utilize structured models and frameworks to guide the coaching process and help executives gain clarity and achieve results.

GROW Model

A popular goal-setting and problem-solving framework: Goal (What do you want?), Reality (Where are you now?), Options (What could you do?), Will/Way Forward (What will you do?).

SMART Goals

A widely used acronym for setting effective objectives: Specific, Measurable, Achievable, Relevant, Time-bound. Ensures clarity and trackability in coaching goals.

SWOT Analysis (Coaching Context)

Used to help executives identify their Strengths, Weaknesses, Opportunities, and Threats in relation to their leadership role and goals.

Psychometric Assessments

Tools used to provide insights into personality traits, behavioral preferences, cognitive abilities, or emotional intelligence. Examples include Myers-Briggs Type Indicator (MBTI), Hogan Assessments, DiSC Profile, and EQ-i 2.0. They are used as data points for self-awareness, not definitive labels.

Behavioral Coaching

Focuses specifically on identifying and modifying specific leadership behaviors to improve effectiveness and impact.

Systems Thinking

An approach where the coach helps the executive understand their challenges and opportunities within the broader context of the organizational system, including relationships, processes, and culture.

Strengths-Based Coaching

Focuses on identifying and leveraging the executive’s existing strengths to achieve goals and overcome challenges, rather than solely focusing on weaknesses.

Common Coaching Processes & Techniques

These terms describe the typical activities, tools, and methods used during an executive coaching engagement.

Intake Session/Chemistry Meeting

An initial meeting between the coach, coachee, and sometimes the sponsor. It’s used to assess compatibility (‘chemistry’), discuss goals, clarify expectations, and agree on the terms of the engagement.

Coaching Agreement/Contract

A formal document outlining the scope, goals, duration, frequency of sessions, confidentiality rules, roles, responsibilities, and fees for the coaching engagement.

360-Degree Feedback

A process where feedback on an executive’s performance and behavior is gathered anonymously from multiple sources, including their manager, peers, direct reports, and sometimes external stakeholders. Provides a rounded view for development.

Assessment Debrief

A dedicated coaching session where the coach helps the executive understand the results of psychometric or 360-degree feedback assessments, explore insights, and identify development areas.

Goal Setting

A collaborative process where the coach and coachee define clear, measurable objectives for the coaching engagement, aligned with both individual development needs and organizational priorities.

Action Planning

The process of identifying specific steps, strategies, and timelines the coachee will undertake between sessions to work towards their goals.

Active Listening

A core coaching skill involving fully concentrating on, understanding, responding to, and remembering what the coachee is saying, both verbally and non-verbally.

Powerful Questions

Open-ended questions asked by the coach that provoke thought, challenge assumptions, stimulate new perspectives, and encourage self-discovery in the coachee.

Feedback (in Session)

Observations shared by the coach during a session, based on what they are hearing and seeing, designed to increase the coachee’s self-awareness.

Accountability

The coach helps the coachee stay committed to their action plans and goals by reviewing progress, exploring challenges, and encouraging follow-through.

Reframing

A technique where the coach helps the coachee look at a situation, thought, or belief from a different perspective, often unlocking new solutions or reducing negative impact.

Visualization

A technique used to help executives mentally rehearse desired outcomes or behaviors, increasing confidence and clarity.

Role-Playing

Practicing specific scenarios or conversations (e.g., difficult feedback, strategic presentation) within the safe space of a coaching session.

Important Acronyms and Definitions

The coaching field, like any profession, has its share of acronyms and specific terminology. Here are some common ones found in this executive coaching glossary:

ICF

International Coaching Federation: A leading global organization for coaches and coaching, setting standards, providing independent credentialing, and building a worldwide network.

EMCC

European Mentoring and Coaching Council: Another prominent body developing, promoting, and setting expectations of best practice in mentoring, coaching, and supervision globally, with strong roots in Europe.

ROI (Return on Investment)

Measuring the tangible and intangible benefits gained from the coaching investment relative to its cost. Often includes metrics like improved productivity, retention, promotion rates, or specific business results.

KPI (Key Performance Indicator)

Specific, measurable metrics used to track progress towards coaching goals and demonstrate impact (e.g., improved team engagement scores, faster project completion times).

EQ/EI (Emotional Intelligence)

The ability to perceive, understand, manage, and use emotions effectively in oneself and in relationships with others. A frequent focus area in executive coaching.

VUCA

An acronym describing environments characterized by Volatility, Uncertainty, Complexity, and Ambiguity. Coaching often helps leaders navigate these conditions effectively.

BANI

An updated framework describing challenging environments: Brittle, Anxious, Non-linear, Incomprehensible. Relevant for understanding modern leadership contexts.

CPD (Continuing Professional Development)

The ongoing learning and development activities coaches undertake to maintain and enhance their skills and knowledge.

Supervision (Coaching)

A formal process where a coach discusses their work with a more experienced supervisor coach to ensure quality, ethical practice, and support their own development.

Niche (Coaching)

A specific area of focus or specialization for a coach, such as coaching CEOs in the tech industry, supporting female leaders, or focusing on transition coaching.

Onboarding Coaching

Coaching specifically designed to support executives transitioning into a new role or organization, accelerating their integration and effectiveness.

Team Coaching

Coaching applied to an intact team to improve collective performance, collaboration, and achievement of shared goals.

Group Coaching

Coaching multiple individuals together who may not be part of the same team but share similar development goals or challenges.

Presence (Coaching)

The coach’s ability to be fully conscious, present, and create a spontaneous relationship with the client, employing a style that is open, flexible, and confident.

Ethics

The professional standards and codes of conduct that govern the coaching profession, ensuring integrity, confidentiality, and the client’s best interests.

Self-Awareness

An individual’s conscious knowledge of their own character, feelings, motives, and desires. A key outcome and focus of executive coaching.

Blind Spots

Aspects of an individual’s behavior or personality that they are unaware of but that may be apparent to others and impact their effectiveness.

Limiting Beliefs

Assumptions or convictions held by an individual that constrain their potential or hinder their progress.

Mindset

An established set of attitudes or beliefs held by someone, influencing how they perceive and respond to situations. Coaching often works on shifting mindsets (e.g., from fixed to growth).

Resilience

The capacity to recover quickly from difficulties; toughness. Coaching often aims to build executive resilience.

Executive Presence

A combination of gravitas, communication skills, and appearance that conveys confidence, credibility, and leadership potential.

Stakeholder Management

The process of managing the expectations and engagement of key individuals who have an interest in the executive’s performance and development.

Succession Planning

The process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Coaching is often part of this.

This executive coaching glossary provides a solid foundation for understanding the language used in coaching engagements. Familiarity with these definitions and acronyms will empower you to engage more effectively with coaches, sponsors, and the overall leadership development process within your organization.