A recent executive coaching assignment I completed, gave me many interesting insights into the way different stake holders approach executive performance.
The organisation has the maximum to gain from the initiative. It invests time and energy in getting the right person to work closely with the executive concerned.
The executive being coached needs to have complete faith and trust in the coach. Without this, the assignment is doomed to fail.
The coach must be neutral in many ways while having at the back of his/her mind the overall interest of the client organisation.
If you are considering executive coaching as an option for your executives, do read what Paul Michaelman had to say in the Harvard Management Update.