Executive Coaching - A Guide For The HR Professional.pdf

Executive Breakaway Section 201
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outcome? A behavioral change? How did the organization
benefit from the action plans?
• Long-term development plans. Sometimes coaching leads
to a long-term personal development plan. Was this prepared,
and is there agreement to do something about it?
Finally, a good contracting process will provide some sense of
how the coaching program will be wrapped up. You will want to
keep your HR professional informed about that final phase of the
coaching process. Did you and your coach openly discuss what has
and has not been achieved?
Sometimes, there is a clear ending after a relatively intense
process. More frequently, the coaching is continued with lessfrequent
sessions or on an as-needed basis and becomes more of an
informal relationship with some level of paid involvement. There
may also be a “planned follow-up” after a specified period of time.
Usually, some closure is needed on the more formal, intense phase
of the coaching.
Electronic Coaching
In the future, coaches are likely to do more coaching via the telephone
and the Internet. There are several reasons for this trend:
• Globalization. Organizational functions will continue to
become more global in nature. Your coaching sessions
may not be able to be scheduled when both you and
your coach are in the same geographical location.
• Cost-effectiveness. It can be more cost-effective for
coaches to deliver services electronically.
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com