The key findings stated:

"Increased support for and utilization of executive coaching, which stands out as a professional development activity that executives say is highly effective but is used by a relatively small number of executives.

• Support for new executive directors, perhaps from a coach or consultant, during their first few years on the job, when they are especially vulnerable to burnout.

• With respect to their own development as leaders, executives reported employing a range of strategies to continue learning and access support. They were most likely to assess executive coaching, peer networks, and leadership programs as very effective.

Why Coaching Works

How many conferences or 1 day workshops have you been to that you leave energized with 2-3 awesome ideas?  You know in your core that these concepts are totally perfect for your organization and you're energized beyond belief to get back and get them cooking!

But what happens when you get back to your office and the work, staff, board, and other zillion distractions in your path interrupt your conference buzz?  

You got it, not much.

In 2011, the landmark Daring to Lead study agreed that executive coaching was a highly effective strategy.  

Why not try this strategy?

All three of these strategies include non-didactic
elements—an opportunity for skilled executives to
grapple with the universal challenges of their roles
and reflect on their own leadership practices in a safe
environment. Ten percent (10%) of leaders were currently
working with an executive coach. Peer networks, both formal and informal, were especially effective for decreasing feelings of isolation and norming the trials and tribulations of the role.