By who is being coached
| Type | Client | Goal |
|---|---|---|
| Executive coaching | A senior executive, one-on-one | Leadership effectiveness at enterprise level |
| Leadership coaching | A manager or leader at any level | Core leadership skills and self-awareness |
| Team coaching | An intact team, coached together | How the team works as a unit toward shared results |
| Group coaching | Individuals from different teams | Each person’s development, with peer learning |
| Board coaching or development | A board or its chair | Governance effectiveness and the board-CEO relationship |
The difference between team and group coaching is frequently confused. In team coaching the team itself is the client and the goals are collective. In group coaching the individuals are the clients and simply meet together. See Team coaching explained.
By purpose
- Developmental coaching grows a capable leader for a bigger future. This is the most common purpose today.
- Transition coaching (also called onboarding or new-leader coaching) supports the first months in a new role. See Transition coaching for new credit union executives.
- Succession coaching prepares identified successors for a specific seat. See Credit union succession planning.
- Performance coaching addresses a defined gap in a current role.
- Career coaching helps an individual decide what is next, sometimes as part of a respectful exit.
By who delivers it
- External coaches are independent professionals. They bring confidentiality, outside perspective, and no stake in internal politics, which is why they are the norm for executives.
- Internal coaches are employees, often in HR or talent development, trained to coach colleagues. They know the culture and cost less per hour but are rarely used at the top of the house.
- The manager as coach is not a profession but a style of leading: asking more, telling less. See What is a coaching culture?.
By method or school
Coaches draw on many frameworks. A few a sponsor is likely to hear about:
- Vertical or developmental coaching aims to expand how a leader makes sense of complexity, not just add skills.
- Behavioral coaching targets specific, observable habits and measures change through stakeholder feedback.
- Strengths-based coaching builds on what the leader already does well.
- The GROW model (Goal, Reality, Options, Will) is a simple conversation structure widely taught to managers.
Method matters less than the coach’s skill and the leader’s commitment.
Which type does a credit union usually need?
Most credit unions start with one-on-one executive coaching for the chief executive or a small number of senior leaders, then add team coaching for the executive team once individual trust is established. Larger institutions often add internal coaching and manager-as-coach training below the executive level. See How coaching needs change with credit union asset size.
Frequently asked questions
What is the difference between executive coaching and leadership coaching?
The methods overlap. “Executive coaching” usually refers to coaching for the most senior leaders, where the issues involve enterprise strategy, boards, and executive teams. “Leadership coaching” is the broader term covering leaders at any level.
What is the difference between team coaching and team building?
Team building is usually a single event designed to improve relationships. Team coaching is a sustained engagement that works on the team’s real business, its goals, decisions, and conflicts, over months.
Is life coaching the same as executive coaching?
No. Life coaching addresses personal goals and is typically paid for by the individual. Executive coaching is set in an organizational context, is usually sponsored by the employer, and is judged partly by its effect on the business.
This page is educational and general in nature. It is not legal, regulatory, or clinical advice. Questions or corrections: coaching@syntrinaleadership.com.