Executive coaching is a process designed to help professionals to reach organizational goals by learning new competences. Different proposals have been suggested in the literature with none or few empirical evidences of efficiency. This study aimed to evaluate the efficiency of an executive coaching program developed and carried out by first author, and composed by four modules: self-perception; improvements identification; action plan elaboration / execution and follow-up. Participants were ten executives directed by their companies to accomplish a coaching process. Processes were assessed by comparing final to initial psychological measures. Instruments: Escala Diagnóstica Adaptativa Operacionalizada (EDAO-R), Escala de Estágios de Mudanças (EEM), Personal Profile Analysis (PPA) e Autoanálise do Desempenho (AAD). Results suggested that the coaching improved the level of adaptive efficacy by the development of specific habilities. The initial stage of change allowed choosing the best cognitive strategy. Limits on the methodological were pointed out.
Organizational behavior change; psychological instruments; executive psychotherapy
