What would make Executives want to coach or be coached? The simple answer to this question is if their compensation is tied to their coaching performance. However, our fear we express is that this would mandate the coaching opportunities and not guarantee quality coaching interactions between executives and others. We believe coaching is easier and more worth while for executives when they are provided with one-on-one help in how to coach. We are suggesting a coaching-the coach relationship similar to the one-on-one help executives receive in public speaking, press relations, financial matters, or other skills that are not automatic. A coaching-the-coach approach can help executives in fulfilling the coaching role, instead of just adding a new item to their job descriptions.

The coach can be someone from HR, as long as he or she doesnt take on the actual coaching responsibility. It can also be a peer or an external person. Although not exclusive, here are types of help a coach can provide the executive:

• Undertake a confidential review of each of the executives direct reports to ascertain their strengths, weaknesses, and potential.

• Observe actual coaching discussions or team meetings and provide the executive with feedback and development improvement plans.
• Role play a challenging conversation that the executive is facing.

Executive Coaching will give executives the skills to fulfill their coaching responsibilities and assist. Making coaching easier and worthwhile for executives is what coaching-the-coach is all about.