ABSTRACT
This chapter argues that by providing senior leaders the opportunities to engage in executive coaching, not only can they increase their own levels of meaning, but they may also, through their influential roles, assist their organizations in creating greater levels of meaning for those who work there. Executive coaching has since its inception been utilized not only to enhance an executive’s performance to support broader organizational goals but for the explicit aim of increasing self-awareness and self-management as a leader. Executive coaching at the senior leadership level has often been referred to as ‘developmental’ or ‘transformational’ coaching. Locke and Latham’s foundational work in goal setting is a useful tool for building meaning in executive coaching. Many different strengths assessments and tools are utilized in coaching contexts. Using strengths assessments early on in the executive coaching process can also assist in goal selection and in the goal-striving process.
