Coaching can accomplish many goals : retention,accelerated development, skill development,integrate new executive into the business,improve performance on a key initiative/project,rounding out an executive for succession purposes,reducing performance barriers,fixing performance problems,fixing behavior problems or succession planning and assessment.

The purpose of the coaching will have direct bearing on the type of coach to retain.Does the coach have a process to fully assess the situation and create a coaching plan based on the true needs of the situation?

Positioning of the coaching with the executive and the organization is critical.He or she is likely to be concerned about why it is necessary,the meaning behind what’s being stated,and what all this means to his or her long term success at the organization.The coach can also help position the coaching by reinforcing the company’s message and by educating the executive that coaching is just a different,more efficient way to deliver leadership development

It is critical that all parties – coachee,coach and the organization – understand what the ground rules are.The confidentiality of the process will significantly impact the process itself.With confidentiality will come more open conversations between the coach and the executive.

Business people are preferable unless there are exceptions when there are significant behavioural problems or succession assessment is proposed..