Change happens fast in the business environment. A Gartner HR survey recently revealed high executive turnovers; finding more than half of c-suite leaders are likely to leave over the next two years. Organisations who need to hire a temporary executive get immediate relief, but also invest in executive coaching that not only enhances individual performance but also cultivates stronger leadership teams capable of driving long-term success. For those who require expert guidance in leadership development, professional coaching provided by an interim executive can give the necessary structure, insight, and accountability to accelerate growth. These seasoned professionals bring experience, strategic insight, and stability during times of transition.
How Companies Who Hire Temporary Executives Get Invaluable Coaching
Executive coaching plays a crucial role in leadership and professional development, with different types of coaches bringing unique value to their clients. One effective way to categorise executive coaches is by considering how they contribute to a key player’s growth and development. A useful framework, commonly referred to as the Development Pipeline, identifies five fundamental conditions necessary for effective learning and sustained improvement. These conditions include:
- Insight – The ability to recognise and understand personal areas for growth and development.
- Motivation – The drive and willingness to commit time, energy, and resources to self-improvement.
- Capabilities – The acquisition of necessary skills and knowledge required for professional success.
- Real-world practice – The application of newly acquired skills and insights in real work scenarios.
- Accountability – A structured mechanism that ensures consistent follow-through and meaningful consequences for actions taken or not taken.
Using this framework, executive coaches can be classified into four primary categories, each emphasising different aspects of the Development Pipeline. These categories include Feedback Coaches, Insight+Accountability Coaches, Content Coaches, and Development-Process Coaches. Each type of coach focuses on specific developmental needs and employs distinct methodologies to help clients grow in their professional roles.
Feedback Coaches: Specialists in Self-Understanding
Feedback coaches primarily assist executives by helping them develop insight into their strengths, weaknesses, and areas requiring growth. These professionals rely heavily on third-party feedback collection methods, such as conducting structured interviews with an individual’s colleagues, supervisors, and subordinates. Additionally, they often administer scientifically validated assessment tools, including multirater surveys and various psychometric instruments designed to evaluate cognitive abilities, personality traits, leadership styles, and work-related preferences.
The role of a feedback coach is to synthesise and interpret this wealth of data, presenting it in a clear and actionable manner. By guiding their clients through a thorough review of the feedback, these coaches help executives pinpoint recurring themes and patterns that might be affecting their performance. With this newfound clarity, executives can construct a development plan that outlines specific actions aimed at fostering improvement.
Feedback coaches generally work with clients for a limited duration—often one or two in-depth sessions—focusing on assessment, interpretation, and high-level development planning rather than long-term implementation. They are often professionals with backgrounds in human resources, psychology, and leadership assessment, and they serve as trusted advisors who provide objective, data-driven insights that might otherwise go unnoticed.
Insight+Accountability Coaches: Driving Sustainable Change
Insight+Accountability coaches extend beyond providing feedback by also helping their clients define clear objectives, articulate their professional values, and develop concrete action steps to achieve these goals. While these coaches still emphasise insight, they equally prioritise accountability, ensuring that clients remain committed to their self-improvement journey.
A key characteristic of this coaching style is the structured follow-up process. Rather than ending the coaching relationship after an initial feedback session, Insight+Accountability coaches schedule regular check-ins to review progress, identify obstacles, and reinforce productive behaviours. These coaches often employ well-established coaching frameworks, such as the GROW model (Goal setting, Reality checking, Options for action, and What is to be done), to help clients systematically work toward their development objectives.
This category of coaching is particularly popular in the life coaching and leadership development space, where accountability mechanisms are vital for ensuring lasting behavioural change. Professionals in this category might work with clients over extended periods, offering weekly or monthly sessions designed to provide continuous guidance and support. Their ultimate goal is to help individuals maintain focus, sustain motivation, and refine their strategies based on real-world experiences and ongoing self-reflection.
Content Coaches: Knowledge and Skill Development Experts
Unlike feedback-focused or accountability-driven coaches, Content Coaches specialise in enhancing their clients’ specific skills and technical expertise. These professionals serve as subject-matter experts in various fields relevant to executives, including public speaking, negotiation, strategic decision-making, and leadership communication.
Content coaches employ a variety of instructional techniques, such as one-on-one teaching, role-playing exercises, behavioural rehearsals, and simulated practice sessions, to help clients build and refine their abilities. For example, an executive struggling with public speaking might work with a content coach who provides both theoretical knowledge and practical techniques, followed by hands-on practice and constructive feedback.
This type of coaching is particularly valuable for executives who need to develop specialised competencies to excel in their roles. Many content coaches are former business executives, industry consultants, professors, authors, or professionals with deep expertise in a particular area. Permanent or interim executive mentorship often falls within this category, as seasoned professionals share their knowledge and firsthand experiences with less-experienced individuals to accelerate their learning curve.
Development-Process Coaches: Experts in Growth and Behavioural Change
Development-Process Coaches take a more comprehensive approach to executive coaching by addressing the psychological and behavioural aspects of professional development. These coaches are often trained in psychology, organisational behaviour, adult learning theories, and leadership dynamics, allowing them to support clients through a deeper transformation process.
Their coaching methodology does not focus on a single element of the Development Pipeline; rather, it seeks to enhance all five aspects—insight, motivation, capability, real-world practice, and accountability. They guide clients through a structured yet flexible developmental journey, adapting their approach based on the individual’s evolving needs.
These coaches may follow a systematic learning process, beginning with an in-depth self-assessment phase, followed by goal setting, skill development, real-world experimentation, and continuous reflection. Alternatively, they might employ a constraint-based approach, prioritising the area that presents the most immediate challenge before progressing to other developmental needs. For example, an executive who struggles with self-awareness might first focus on insight, then move on to skill-building, followed by practical application and accountability measures.
Development-Process Coaches often work with executives over longer durations, facilitating a deep and sustained transformation that integrates personal growth with professional success. They help clients navigate complex interpersonal dynamics, adapt to organisational changes, and cultivate the mindset needed for long-term leadership effectiveness.
Conclusion: The Value of Tailored Coaching With Temporary Executive Hires
Executive coaching is not a one-size-fits-all solution, and different coaching styles serve distinct purposes. By classifying coaches based on their primary contributions to the Development Pipeline, individuals and companies can select the right type of coaching to meet their specific needs. Whether the focus is on self-awareness, accountability, skill enhancement, or comprehensive behavioural change, each category of executive coaching offers unique benefits that contribute to leadership excellence and professional growth.
However, in certain situations, organisations may need more than just coaching—they may require immediate, hands-on leadership support. Whether facing a leadership gap, a transition period, or the need for experienced mentorship, interim executives can provide expertise, stability, and strategic insight to ensure seamless business continuity.
For businesses seeking high-impact executive coaching or interim leadership solutions, Executive Connections offers access to a network of seasoned professionals who can make a difference. Get in touch today to see how our expertise can help your organisation thrive.
Bibliography
Peterson, D. (2011). Executive coaching: A critical review and recommendations for advancing the practice.
