3 Factors That Make a Coaching Engagement Succeed

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The Leader, The Coach, and The Organization

Coaching for leadership development is growing and being used more frequently. Since our leaders of today want personalized development that aligns with their needs and preferences, coaching is a great fit.

Coaching can be used for a variety of goals too, thanks to its highly customizable nature. But some things don’t change no matter what – and what makes for a successful coaching engagement is one of those things.

We find the following three criteria are critical to coaching engagements:

The leader is highly motivated to change or grow.
The leader has good chemistry with the coach.
Top management is strongly committed to developing the leader.

The Leader

Maximizing coaching really truly depends on the participant. When the participant meaningfully engages in the coaching process and invests his or her time and thoughtful effort, the outcomes will be significantly better for that leader and the organization.

The Coach

It’s clear that the coach is also an important part of the engagement. Not all coaches are equally suited for different participants and types of engagements, so it’s important to find a good fit. The coach should demonstrate business acumen, executive presence, strong values, flexibility when working with different organizational cultures, and credibility. How the participant and the coach get along is an important factor in making the coaching engagement succeed.

The Organization

It’s important for the organization to take the participant’s commitment seriously and provide the support necessary for success. With the appropriate organizational support and budget, participant and coach have the time to make the most of the engagement, including the right length and amount of sessions.

Are you considering using coaching to develop your leaders? You may want to read some of the following related blogs: