Not all coaching is the same. Different coaching types target different leadership needs. For executives looking to grow, lead better, or navigate complexity, it helps to know what kind of support does what—and how it all fits together.

This framework centers on executive coaching but draws from nine supporting types, depending on context. Together, they address challenges, strengthen presence, and improve results.

Executive Coaching is Often the Center for CISOs

At the core is Executive Coaching—focused, tailored support for senior leaders. This is where strategic thought, leadership behavior, and business outcomes intersect. It’s not about generic advice or performance reviews. It’s about helping leaders think more clearly, act more intentionally, and lead with greater impact.

Executive coaching is typically the starting point, and everything else is designed to support or deepen that work.

Supporting Coaching Types (And What They Do)

Surrounding executive coaching are nine coaching types that can be used based on specific needs:

• Business Coaching

  Helps leaders think through real-world business challenges—growth, execution, change. Practical and grounded in operations.

• Leadership Coaching

  Focuses on building leadership behaviors: influence, decisiveness, presence, and trust. Especially useful during transitions or expansion.

• Management Coaching

  Supports day-to-day leadership—managing people, setting expectations, driving performance. Often tactical, but necessary for effective delivery.

• Performance Coaching

  Targeted coaching to improve specific behaviors, outcomes, or habits. Used when results are slipping or stakes are high.

• Integrative Coaching

  Brings the whole person into the conversation. Helps leaders align professional goals with personal values and life demands.

• Purpose Clarity

  Guides reflection on why a leader is doing what they’re doing. Critical during burnout, transitions, or high-stakes shifts.

• Identity Clarity

  Helps leaders define how they want to show up—what kind of leader they are and how that connects to how they’re perceived.

• Expectation Clarity

  Clarifies what stakeholders actually expect—avoids misalignment and wasted energy. Often overlooked, always important.

• Strategy Consulting

  Part coaching, part advisory. Useful when leaders need to sort through priorities, make decisions, or design direction.

The coaching relationship stays grounded in executive coaching, but these supporting areas are brought in when needed.

What It’s Designed to Achieve

This isn’t just a list of services—it’s designed around three outcomes leaders consistently need:

1. Overcoming Challenges

When a leader feels stuck, overwhelmed, or misaligned, this work helps them get unstuck and regain clarity. Coaching in this space often leans on Purpose Clarity, Strategy Consulting, and Business Coaching.

2. Strengthening Executive Presence

Presence isn’t about being louder. It’s about clarity, confidence, and credibility. This work uses Identity Clarity, Leadership Coaching, and Integrative Coaching to help leaders show up differently and more effectively.

3. Delivering Excellence

High performance isn’t automatic. Leaders need to manage others, deliver outcomes, and set expectations clearly. Coaching here often focuses on Performance Coaching, Management Coaching, and Expectation Clarity.

A Coaching Approach That Adapts to Leadership Needs

Effective coaching isn’t one-size-fits-all. It should adapt to the leader’s role, stage, and specific situation. Good coaches will do exactly that—anchoring in executive coaching, then pulling in what’s useful from other types when the context calls for it.

The work stays focused on what will move the needle for the leader—whether that’s clarity, behavior change, better alignment, or better results.