The Executive’s Responsibility

It is essential that the executive be willing to commit time and personal energy, on a regular basis, to the coaching process. The leader must be ready to establish business and personal goals and commit to achieving them. The leader must be able to accept constructive feedback and take action to change behaviors when needed. The coach will assist the leader in taking full responsibility for owning commitments and delivering on an agreed-upon course of action. 

Meeting Business Challenges

The coach will help the executive understand personal or management challenges and why personal development is critical to mastering those challenges. The coach and the leader will set business and personal goals that will help maximize the leader’s skills and enhance business success. 

Integration with Business Needs

The coaching process will not be isolated from business needs. In some cases, the coaching process may involve a healthy partnership between the coach, the executive and the supervisor (for a CEO, the Board of Directors). When appropriate, the supervisor can help the coach and executive understand the leader’s developmental needs and the supervisor’s expectations. With the executive’s agreement, the coach may also conduct peer or 360° interviews to assess the executive’s developmental needs.

Clear and Structured Approach

The coach and the executive will establish a clear set of goals for the coaching process and schedule regular meetings to help achieve those goals. When appropriate, pre- and post-assessments will be used to measure progress. This feedback will be shared with the executive in a supportive and constructive environment.

Adapted from Corporate Leadership Council – Maximizing Returns on Professional Executive Coaching