Who are Candidates?

What indicates coaching?

How does coaching look to senior managers?

Who do candidates meet?

The course of coaching: what can be expected?

What is the result?

Top end spots have been targeted as the future for high potential fast trackers. They need to be groomed and made ready, outside of and to greater effect than courses can deliver.

Management has a high need to keep this performer on board. Need to feed and fascinate with challenge the person they cannot afford to risk losing.

Clear deficits in high level skills are identified in what is otherwise a near complete package for a strong executive.

An up and comer is a bit of a bull in a china shop or has committed a “faux pas”; a breach of etiquette and due process: trust and confidence in a recoverable person has taken a dive.

360 degree feedback has resulted in some hard but developmental news for someone of sizeable ego, but the spirit is there to deal constructively with what has been discovered.

An individual is hit with an undeniable corporate “end of the line” message. Natural business relationships will not happen because of “who we are dealing with”. Strong underlings want to move out of the department.

A formerly strong horse has become dispirited, looks lost, cannot get up for the corporate challenge.

Management is looking for an intermediate step short of outplacement but beyond progressive discipline: a point must be made and must stick or the person will be history. Again, the least likely to be effective place for coaching.

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