One approach that works for me as a coach is 'laser precision' on extracting the 'essence of the problem statement'. Then maybe tools like the 360-degree feedback assessment to gather insights not only from the executive but also from their peers, direct reports, and key stakeholders. This allows you to have a data-driven foundation when discussing their leadership style and areas for growth, which executives appreciate as a measurable starting point. Executives care about results. To demonstrate your coaching expertise, you need to develop tailored strategies that align with their goals and offer measurable outcomes. Present a clear framework for how you plan to help them achieve their desired leadership outcomes.

Skillfully identify what makes the coaching of the C-Suite executive challenging. Until the coach is able to uncover the root causes of the challenge, the client may not be able to apply any knowledge garnered from the coaching sessions. Therefore development will not take place. Here are some factors to consider. 1. Inability to manage personal problems such as family issues, mental health, and societal expectations. 2. Career related challenges can also be a source of frustration for c-suite executives. They include, career stagnation and lack of promotion, unfair treatment, poor remuneration, zero learning and development opportunities and general apathy. These workplace frictions must be fixed to get the cooperation of executives.