The purpose of this paper is to address how organizations can make the most out of an executive coaching process that is well integrated into their internal culture, human resources (HR) processes and overall strategy.
The paper provides some practical pointers that organizations should do to improve the efficacy of their executive coaching process.
Findings of the paper include: aligning the coaching process with culture and other HR processes; managing the perception of coaching in the organization; attending to the boundaries of confidentiality in coaching; and harnessing the knowledge of executive coaching as a way of capturing organizational learning.
Little has been written on how best to integrate an executive coaching process within the culture and overall processes of an organization.
