Original Research

CEU.gif A competence executive coaching model

Pieter Koortzen, Rudolf M. Oosthuizen
SA Journal of Industrial Psychology | Vol 36, No 1 | a837 | DOI: https://doi.org/10.4102/sajip.v36i1.837 | © 2010 Pieter Koortzen, Rudolf M. Oosthuizen | This work is licensed under CC Attribution 4.0
Submitted: 08 June 2009 | Published: 19 July 2010

About the author(s)

Pieter Koortzen, University of Johannesburg, South Africa
Rudolf M. Oosthuizen, University of South Africa, South Africa


Orientation: Psychologists in industry are increasingly required to provide executive coaching services in their organisations or as part of their consulting services. An evaluation of coaching models as well as the development needs of individuals being trained as coaches, both locally and internationally, has led the authors to believe that there is a need for a competence executive coaching model.

Research purpose: The purpose of this article is to address the training and development needs of these consulting psychologists by presenting a competence executive coaching model for the planning, implementation and evaluation of executive coaching interventions.

Research design, approach and method: The study was conducted while one of the authors was involved in teaching doctoral students in consulting psychology and executive coaching, specifically in the USA. The approach involved a literature review of executive coaching models and a qualitative study using focus groups to develop and evaluate the competence executive coaching model.

Main findings: The literature review provided scant evidence of competence executive coaching models and there seems to be a specific need for this in the training of coaches in South Africa. Hence the model that was developed is an attempt to provide trainers with a structured model for the training of coaches.

Contribution/value-add: The uniqueness of this competence model is not only described in terms of the six distinct coaching intervention phases, but also the competencies required in each.


training and development needs; consulting; planning; implementation and evaluation; interventions; competencies; coaches


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