Coaching is probably one of the most—if not the most—individually tailored practices in talent development as it involves a close and confidential relationship between the coach and the person being coached. Meeting one-on-one with senior managers or leaders within an organization (such as a director, vice president, president, or member of the C-suite), the executive coach provides a safe, structured, and trustworthy environment in which to offer support for the individual. The coach also helps the leader understand their current competencies, see how they’re perceived by others, and focus on identifying and clarifying current goals as well as the appropriate action steps to reach those goals.
Types of Coaching
Many managers now take classes to develop their own coaching skills so they can help their employees improve their performance, obtain promotions, and develop into leadership roles. Both internal and external coaches can be found offering different levels of support.
Organizational or business coaching—Provides business owners and entrepreneurs with support in identifying goals, creating strategies to obtain those goals, and boosting the overall performance of the organization.
Performance coaching—Supports those within organizations who need to improve their work performance, often as a result of performance appraisal results, regardless of level or job title.
Leadership coaching—Provides coaching for those looking to grow and develop leadership skills, regardless of whether they are an individual contributor, manager, or senior manager.