Executive Coaching - A Guide For The HR Professional.pdf

24 EXECUTIVE COACHING
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chance” almost never works. Options to consider might
be a transfer (if a large enough organization is
involved) or a leave of absence. If these options aren’t
available, outplacement might be best.
• Sometimes a person is just in the wrong job. Selection
and placement aren’t exact sciences. Reassignment or
reorganization may be called for, even if there are no
hard feelings and everyone has been trying to make
things work out well.
• Coaching cannot make much of a dent in situations in
which success is due to factors beyond the client’s control.
Successful outcomes may be driven largely by
technology, competition, regulatory constraints, or
other factors. It’s important that business problems not
be blamed on one person before good business sense
has been used to improve performance.
• Similarly, sometimes a poorly designed organization
structure or management process can be the constraining
factor. It pays to examine the systems within which
the work is being done to see if they are designed as
well as they should be.
• Some business situations aren’t going smoothly for reasons
that aren’t as large as the macro forces (technology,
competition, and so forth), nor as specific as the
performance of one individual. It’s possible that the
small group, work unit, or team may need to be looked
at as the client. These situations call for an organization
development specialist.
• Significant personal problems can affect how things
happen at work. We all know this, of course, but
sometimes we forget it. Important emotional issues