Executive Coaching is designed to improve the capabilities of key decision makers to help advance organizational development.

Executive Coaching is designed to improve the capabilities of key decision makers to help advance organizational development.


At CARRHURE, we take executive coaching to the next level. We believe in putting coaching “in context,” with a systemic approach to back it up. We typically set up a three-way contact – through the coach, the individual, and the organization (normally with the person’s direct supervisor or board chair), – to guarantee we keep things connected. We make sure that the coaching session is confidential and discreet. In a nutshell, you’re getting the best help in a subtle way.


Executive coaching with CARRHURE covers a broad range of territories. We coach on leadership development, self-awareness, goal clarification, strengthening and sustaining relationships, strategy development, transitioning into new roles, and supporting new roles.

CARRHURE utilizes highly effective tools and protocols to warrant a more methodical approach to top-level coaching.

Developed by Richard Bandler and John Grinder in the 1970s, NLP is defined as the science of modeling the patterns of human behavior to explore the inner workings of the human mind: our thoughts, desires, goals and fears, motivations and connections. CARRHURE applies this approach to help an individual discover specific skills and patterns necessary in making choices and changes. It enables one to break old and bad habits, self-destructive patterns and behavior. As an analogy, this approach is similar to using a “user manual” for the intellect, where an individual can use the language of the mind to consistently achieve precise and desired outcomes. NLP aims to help an individual focus on their goals by using the mind to unlock its potential.

This approach presents a useful organizing principle or a list of factors to consider in the change context. It provides a convenient diagram and a set of alternatives. It is simple and seemingly straightforward, and is associated with a set of questions that makes it easy to recognize (Woodsmall, 2009).

The Environment is the existing surrounding that affects the team. This is the place and time where and when the team works with its customers or stakeholders. This is the layout of the working area.

Identity is how a team presents itself, its core beliefs, and values that provide a sense of personality or define “who” the team is. Purpose refers to the things that drive a team to work toward a common goal. This level answers the question “for whom” or “what else.”

CARRHURE uses this approach to diagnose what holds an individual back. This coaching tool also helps explain why although discussions may be the most direct route to knowing what a person is thinking, this may not always bring the desired dramatic improvement. Doing things differently is both the route to, and the result of higher-level change, which is our goal in executive coaching. At the end of every coaching session, we help instill remarkable and positive changes that benefit both the individual and the business.

Behavior is the specific action that each team member does, says, and thinks. This will be the outward display of having successfully introduced new working practices, which will also be useful in defining the key expected behaviors for implementing a particular change.

Capabilities, which also refer to competencies, are skills, qualities, and strategies that affect how the work gets done in the team, and will often need to be defined, taught, and practiced in order to be developed.

Values are things that an individual or a team consider to be important. They act as the “why” – the emotional drivers that dictates what an individual or a team does. Beliefs are things that an individual or team believes to be true, and so, influences how the person or team acts.