The Association for Coaching offers definitions of various types of coaching beginning with “Personal/Life Coaching”. Using Anthony Grant’s words (University of Sydney, 2000) Personal/Life Coaching is defined as: A collaborative solution-focussed, results-oriented and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee. The Association’s definition of Executive Coaching begins with the words As for personal coaching, but… It’s easy to see that coaching of all kinds has aspects in common.

Grant’s definition – like many others – points both to the “what” and to the “how” of coaching. Coaching is an outcome-oriented process which, potentially, addresses all areas of clients’ lives. In his definition of Personal/Life Coaching Grant identifies key areas of outcome as enhancement of work performance, life experience, self-directed learning and personal growth of the coachee. It’s easy to see that, whether coaching is funded by the employer for a senior executive (Executive Coaching) or funded by the individual for his or her own purposes (Personal or Life Coaching) these outcomes might apply. On the surface at least, there are similarities in the “what” of Executive and Life Coaching.

Grant’s definition also implies similarities in the “how” of coaching, describing coaching as a collaborative solution-focussed, results-oriented and systematic process in which the coach facilitates (…). This definition helps to differentiate coaching from other forms of intervention (advice, training, therapy…). At the same time, it suggests that the “how” of both Executive and Life Coaching have a great deal in common. Both require an ability on the part of the coach to facilitate their client’s learning process, supporting the client in identifying and moving towards desired outcomes. Coaching is a holistic activity which requires of the coach an ability to engage with the client in the round – to engage with the whole person.

It follows that whatever the coach is offering and however he or she labels his or her own work, Executive Coaches and Life Coaches have a skills set in common and both have to be highly developed in these skills. (I say more about this in my posting: “Executive” and “Life” Coaching: What does each require of the coach?). Equally, both are circumscribed by the coach’s code of ethics. These codes of ethics vary not because of the context in which a coach practices so much as because various supervisory bodies have different ethical codes.

So much for the ways in which Executive and Life Coaching are similar. What about their differences? If you are interested to read more, you can find some thoughts in my posting: “Executive” and “Life” Coaching: How are they different?