# Executive Coaching for Senior Leaders in India > Executive coaching in India for senior leaders: 1:1 sessions anchored in 360° and assessment data, with measurable behaviour change. Plan an engagement. - Source: https://bodhih.com/executive-coaching/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-09-25 - Contact: solutions@bodhih.com · +91 99000 11601 --- Executive coaching gives senior leaders a confidential, one-to-one space to work on the few behaviours that matter most for their next stage. Each engagement starts from data, runs over several months alongside real work, and ends with change that colleagues can see. ## At a glance - **Duration:** Recommended: 6 months, with a 60–90 minute session every 2–3 weeks (10–12 sessions) - **Who it’s for:** Senior managers, business heads, CXOs and high-potential leaders - **Level:** Advanced - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies Executive coaching is a structured one-to-one partnership between a senior leader and a professional coach, focused on specific leadership goals. Bodhih anchors each engagement in 360° feedback and assessment data, agrees two or three development goals with the leader and sponsor, and reviews observable progress over a recommended six-month engagement. - Recommended: 6 months, with a 60–90 minute session every 2–3 weeks (10–12 sessions) - Level: Advanced · In person · Live virtual · Blended - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** executive coaching in India, leadership coaching, executive coach, 1:1 leadership coaching **Where and how:** executive coaching training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 25 Sep 2026 · Bodhih Training, Bengaluru ## Why organisations invest in executive coaching Senior leaders rarely get honest, structured feedback, and group programs cannot address the specific patterns that hold one leader back. Coaching works on those patterns directly, in the context of the leader's own role, team and stakeholders. It is most useful at moments of change: a promotion, a new mandate, a merger, or a gap that [360° feedback](https://bodhih.com/360-degree-feedback/) has made visible. Because sessions run alongside real work, new behaviours are tried, reviewed and refined over months rather than discussed once. > The 2025 ICF Global Coaching Study counts about 123,000 coach practitioners worldwide, 15% more than in 2023. Source: [International Coaching Federation (ICF), 2025 Global Coaching Study](https://www.prnewswire.com/news-releases/coaching-industry-continues-global-growth-with-5-34-billion-usd-revenue-new-research-reveals-302558049.html) > In the same study, 54% of coaches said leadership and executive coaching is their specialisation. Source: [International Coaching Federation (ICF), 2025 Global Coaching Study](https://www.prnewswire.com/news-releases/coaching-industry-continues-global-growth-with-5-34-billion-usd-revenue-new-research-reveals-302558049.html) ## What participants will be able to do ### Clear, agreed goals Leave the first month with two or three development goals that the leader, their manager and HR all agree on. ### Self-awareness grounded in data Understand how others experience their leadership, using 360° feedback and a behavioural assessment rather than opinion. ### Better stakeholder influence Map key stakeholders and plan conversations that build trust with peers, boards and senior clients. ### Sharper decisions under pressure Use simple reflection routines to slow down high-stakes decisions and separate facts, assumptions and emotions. ### A stronger leadership team Delegate more strategically and hold coaching conversations with direct reports, so capability grows below the leader. ### Change others can see Show progress on observable behaviours in a follow-up 360° pulse at the end of the engagement. ## Who should attend - Newly promoted business heads and directors in their first year - CXOs and senior leaders taking on a larger or changed mandate - [High-potential](https://bodhih.com/high-potential-leadership-program/) leaders being prepared for succession - Leaders whose 360° feedback shows a specific gap to close - GCC and India-site leaders managing global stakeholders - Founders and family-business leaders professionalising their leadership ## Program outline Recommended design, customised to your context after a short needs analysis. ### **Chemistry and contracting**Module 1 · Weeks 1–2 - A no-obligation chemistry conversation to check fit between leader and coach - Three-way contracting with the leader, their manager and HR - Confidentiality agreed in writing: what is shared with the sponsor, and what is not - Logistics: session rhythm, format and review points ### **Discovery and baseline**Module 2 · Weeks 2–4 - 360° feedback from manager, peers and direct reports on AssessAll - A behavioural or [psychometric assessment](https://bodhih.com/psychometric-assessments/), such as Harrison Assessments - Stakeholder interviews where useful - Debrief and selection of two or three development goals ### **Development plan**Module 3 · Week 4 - Goals written as observable behaviours, not traits - Practice opportunities chosen from real upcoming work - Success measures agreed with the sponsor - A short written plan the leader owns ### **Coaching sessions**Module 4 · Months 2–5 - 60–90 minute sessions every two to three weeks, in person or [live virtual](https://bodhih.com/live-virtual-classes/) - Each session reviews experiments since the last one and plans the next - Tools as needed: stakeholder mapping, feedback scripts, decision journals - Short between-session support on request ### **Mid-point review**Module 5 · Month 3 - Three-way check-in with the manager on visible progress - Adjust goals if the role or context has changed - Agree what evidence will show success at the end ### **Close and sustain**Module 6 · Month 6 - A follow-up 360° pulse on the chosen behaviours - Final three-way review of progress against the plan - A personal sustainability plan for the next 6–12 months - Recommendations for the leader's next development step ## How we deliver it ### Data before advice Every engagement starts from 360° feedback and assessment evidence, so goals address what colleagues actually experience. ### Three-way contracting The leader, their manager and HR agree the goals and success measures, while session content stays confidential. ### Work on real situations Sessions focus on the leader's live challenges, and each ends with a specific experiment to try before the next meeting. ### Coach matching Leaders meet a proposed coach before committing, and we match on sector, seniority and style. ## Tailored versions ### Leadership transition coaching For leaders in their first 100 days in a new or larger role, focused on early priorities, stakeholder relationships and building the team. ### High-potential coaching Shorter engagements for succession candidates, linked to a [leadership assessment](https://bodhih.com/leadership-assessment/) and a development plan the organisation supports. ### Team coaching Coaching for a leadership team as a unit, working on how the team decides, disagrees and holds itself accountable. ### Coaching alongside a leadership program One-to-one sessions added to a group leadership program, so each participant turns the program into personal action. ## How we measure impact We follow the Evaluate stage of the ADDIE model. A baseline 360° on AssessAll, Bodhih's AI assessment platform, is repeated as a focused pulse on the chosen behaviours at the end of the engagement. The sponsor rates progress at the mid-point and final reviews against the goals agreed at the start. Where relevant, we also track agreed business indicators such as team engagement or retention of key people. AA Pair this program with [AssessAll](https://assessall.com), Bodhih’s AI assessment platform, for pre- and post-program skill measurement. ## Frequently asked questions ### What is executive coaching? Executive coaching is a confidential, one-to-one partnership in which a professional coach helps a senior leader work on specific goals, such as influence, [delegation](https://bodhih.com/effective-delegation-techniques/) or leading through change. It uses structured questions, feedback data and practice between sessions. Unlike training, it is built entirely around one leader's role, context and development needs. ### How long does executive coaching take? We recommend six months, with a 60 to 90 minute session every two to three weeks, which is usually 10 to 12 sessions. Lasting behaviour change needs time to try new approaches at work and review them. Shorter engagements can work for a narrow goal, such as preparing for a new role. ### How is executive coaching different from mentoring? A mentor shares their own experience and advice, usually from the same field. A coach helps the leader examine their own thinking and behaviour through questions, feedback and experiments, and does not need to have done the leader's job. Many organisations use both, for different purposes. ### How do you measure the results of executive coaching? We agree two or three observable goals at the start with the leader and their manager. Progress is reviewed at the mid-point and at the end, and a focused 360° pulse on AssessAll shows whether colleagues see the change. Agreed business indicators, such as team engagement, can be tracked too. ### Is executive coaching confidential? Yes. What the leader discusses in sessions stays between the leader and the coach. The sponsor sees the agreed goals, the progress reviews and the summary results of the 360° pulse. These boundaries are written into the coaching agreement before the first session. ### Who is executive coaching for? It suits senior managers, business heads and CXOs, especially at transition points such as a promotion or a new mandate. It also suits high-potential leaders preparing for bigger roles, and leaders whose feedback shows a specific gap. It works best when the leader wants to change, rather than being sent to be fixed. ### Can executive coaching be done online? Yes. Sessions can run live virtual, in person in Bengaluru or at your location, or in a blended mix. Many leaders in India, the Middle East and Southeast Asia prefer virtual sessions for regular meetings, with an in-person start and close.