What is the main aim of executive coaching?

A web poll conducted by the Australian Human Resources Institute (AHRI) in 2007 came up with the following answers: Develop potential of individual employee (65%) Fast track for high-performing employees (14%) Retention strategy (10%) Performance management for existing employees (10%) Job transition for exiting employees (1%) These figures bear out the Institute’s view that executive coaching is no longer used to [...]


A web poll conducted by the Australian Human Resources Institute (AHRI) in 2007 came up with the following answers:

  1. Develop potential of individual employee (65%)
  2. Fast track for high-performing employees (14%)
  3. Retention strategy (10%)
  4. Performance management for existing employees (10%)
  5. Job transition for exiting employees (1%)

These figures bear out the Institute’s view that executive coaching is no longer used to “coach people out” of the organisation, but is used in the way it is intended – to help individuals realise their potential and to encourage and support key employees.

For more information, read three case studies of executive coaching with IEC clients.

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