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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 ego 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.
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