Not unnaturally, some diehards still hold with an old-fashioned view that coaching can be used only for remedial purposes, but those organizations that have embraced the concept fully have discarded that way of thinking. Their approach concentrates on leadership and personal development as part of building a high-performance organization — they are committed to moving away from managing by a culture of process to managing as leaders.
Typically, we find that our clients are not interested in adopting the style of coaching used by many companies to focus on simple issues — particularly how to get along with fellow team members. They choose us because they believe we offer a more challenging style that digs more deeply into behavior and personality. This leaves executives with something more permanent that they can take away from the coaching sessions and use during the rest of their careers, rather than just as a one-time solution.
It is not always easy to convince executives that they should submit to a scrutiny of their personalities and behavior, but in reality, those executives who balk at taking “the journey of self development” could soon find themselves isolated and lesser leaders than many of their contemporaries.