Coaching is clearly recognized today in large and small businesses as a development tool for managers and leaders. It is most successful when the manager him/herself is the source of the request. The complexity of corporate coaching, however, stems from the multiple nature of the request which is why it is so important to unite the key stakeholders around the table for a meeting that initiates the coaching process. In general, but not always, the stakeholders are the HR director, the manager of the person to be coached, the person to be coached and the coach. The purpose of this initial meeting is to clarify the objectives for the coaching and identify the key success factors that will recognizable at the end of the process.
My clients have ranged from junior high potential managers to very senior executives in multinationals. I have coached both men and women of various nationalities and based in different countries with objectives ranging from: improve my communication skills with my team, manage my own hierarchy more assertively, manage conflict with a win-win attitude, balance my life and my work, transition into/out of another position in the company, leave gracefully, etc.
Corporate Coaching Stories
For reasons of confidentiality I have changed some of the factual information about my clients but not the actual stories. They are meant to give a sampling of the sorts of issues that guide a coaching process.