Although executive coaches may have a specialty area, their expertise is in using a systematic method (a five-step process) to lead the executive of the client organization in addressing challenges and problems confronting the organization. The executive coach guides the executive in his/her decisionmaking through a process of precoaching, self-discovery and awareness, goal-setting and accountability, action learning and execution, and evaluation and revision. In the precoaching stage, the coach listens to why the agency believes it needs coaching for the executive. Most experienced coaches will refuse to assist organizations that view coaching as a last-ditch effort. Coaching should not be done in a climate of desperation, but rather in the context of commitment to improving the organization's efforts under the leadership of the current executive. The second step, self-discovery and awareness, involves the coach and client discussing what coaching is and how it differs from consulting and counseling. The third step, goal-setting and accountability, involves the executive and stakeholders meeting with the coach in sessions that result in a consensus about goals for the organization and how progress toward the goals can be measured. Step four, action learning and execution, involves the development of a strategic plan for reaching goals. The final step, evaluation and revision, involves the development of a system for evaluating progress toward goals and a method for revising operations in order to make them more effective in progressing toward organizational goals. 13 notes