“This person is too important to the business to terminate, but is too difficult to get along with—of course, we should have dealt with their issues much earlier, but what would executive coaching do?“
We would plan this typical 3 to 6 months engagement by reviewing all of the perspectives around the leader: what value they contribute to the organization, what they need to do to strengthen this value, how aware are they of the issues and what development effort have they invested to adapt. We would discuss what each of our roles would be: the leader’s, the manager of the leader, and the executive coach. And, we would determine what observable success would look like.
