The professional and academic quality of new generation Architects is in a state of low performance due to deficient academic level and low salaries. A systematic mechanism in which via strategic executive coaching, weaknesses were identified and attended, was proposed. The investigation took place in the city of Chihuahua, during the 2016-2017 period, among companies in the construction industry. An initial application of performance evaluations and organizational climate surveys allowed to make a human resources inventory that became the starting point for the methodology’s approach. The data was captured under the Likert scale, where scores were obtained for each employee and the company in general, all of them with a reliability index of 0.756. During the capture of results, it was identified that the direct manager’s assessment influenced team performance directly, as the lowest perception in the companies analyzed was said variable. Also, it was determined that all organizations have employees with high performance index, given that the average yield of performance averages exceeds 4.0, therefore the transformation path into a highperformance team was short. The most effective method of strategic executive coaching was the mixed technique, using only four models according to each case, and a battery of four sessions for the general case of the direct manager.
