In the past, coaching engagements were sometimes targeted toward faltering executives.  But all that has changed.

Most companies now see coaching as a positive step: a way of developing their most important people, an alternative to the mentoring that no longer takes place in most companies.  With executive coaching surging in popularity, top talent now competes to be assigned coaches, so they can become stronger leaders and more effective value creators.

Executive coaching can have a huge impact on already-successful  executives who are struggling with certain elements of their positions - especially the so-called “soft skills,” such as delegation, team/executive development and effective communication.  Time management and prioritization have also become more challenging for most executives.  Yes, coaching can make sub-par performers more effective.  But it can also make executives already meeting expectations into star performers.  

There are many other paths to career success.  Coaching is not a substitute for broad organizational exposure or “stretch” job assignments.  But it can accelerate an executive’s professional growth by reinforcing and expanding upon other valuable learning experiences.