Conclusion
In sum, coaching—whether delivered by managers, HR, internal expert coaches, or executive coaches—is a powerful tool for performance management and for developing individual and organizational capabilities. Yet it is relatively expensive in terms of time and money, so it needs to be focused where it will make the greatest difference. Five key considerations are essential:
1. How do we make sure we coach the right people to make the biggest difference?
2. How do we make sure we use the right coaches equipped with the right skills for the need?
3. How do we design the right process?
4. How do we provide the right organizational supports?
5. How will we evaluate and continually improve what we are doing?
It is probably impossible ...
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