Executive coaches

An executive with a strong, well-documented track record of genuine achievement can still experience persistent, sincere doubt about their own competence — a specific, well-studied pattern, not evidence they're actually unqualified.

An executive confidently overestimating their skill in a specific area isn't a character flaw — it's a well-documented, near-universal pattern that shows up precisely where genuine competence is lowest.

A 360 assessment presents itself as a multi-dimensional, objective readout of an executive's strengths and gaps. The halo effect means the dimensions are often far more correlated than the underlying reality actually is.