Conclusion
With all this focus on “Who is the coach?” and “Is he any good?” we often lose sight of the real goal: to see long-term change in executive leadership behavior. A Marshall Goldsmith study of 86,000 respondents found that the leader following up with key stakeholders regularly was more important for leadership improvement than whether the executive had an external coach, internal coach, or no coach. In other words, executive effort was more important than the qualifications of the coach.
One company in our research said it well: “Let’s measure the executives, not the coaches.” If an executive is not willing to change, even a divine being himself would not succeed as a coach with the individual (and he’d probably be smart enough to walk ...
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