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The coach must have the right experience, skills and credibility: their focus should be on achieving clear business goals.

The client must be motivated: No amount of coaching skill or effort will spur development in a reluctant participant.

Clients must be receptive to new approaches: They must keep their egos in check, and welcome the challenge and the provocative questions posed by their coach.  If there is no trust, there is no point.

The organization must be committed: Coaching is most effective when the executive’s superior contributes to the process and takes an active interest in the outcome.

The coach and client must set objectives that are relevant and measurable: Goals that are vague, intangible or peripheral will be of dubious value to the client or their organization.