ABSTRACT
This chapter explores and challenges the systems-related semantics around executive coaching and touched upon how to create optimum circumstances for a systemic coaching intervention, it is time to actually look at some practical, methodological components. Before setting off to design and deliver your systems-focused coaching intervention, it is vital to secure the right circumstances for it. It is therefore the coach's duty to be able to catch a glimpse of this and in their head, heart and soul replace the notion of executive coaching with the notion of leadership coaching. We are primarily supporting leadership qualities as opposed to executive skills; therefore this, naturally, places our coaching intervention in the realm of Systems-focused Organisational Development Consulting. The chapter also share some hands-on interventions that have enabled me to support Boards and Management Teams, eventually saving them time, alleviating frustration, supporting collective rapport, promoting transparency and overall helping them move to the next stage.
